I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.
Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
When in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.
City officials said Mary Lester engaged in conduct unbecoming of a city employee.
An employer’s discouragement of an employee taking FMLA leave can violate the act, even if the discouragement is ineffective.
What does this all mean for employers? Let’s take a look, via the helpful Q&A the EEOC published.