UNTANGLING THE ADA AND

FMLA

PLUS: Recent Guidance from the EEOC on ADA and Worker’s Compensation Issues

The ADA and Worker’s Compensation Pre-ADA Common Practices

• “No restrictions” policy• “Light duty” for worker’s compensation

ADA Requirements• Must accommodate non-essential

functions• No distinction based on cause of

impairment

EEOC Guidance

Never required to create a new position

Can choose to create just for work-related injuries

Cannot limit vacancies to work-related injuries

Can put time limit on duration of created position

What Do You Do?

Get clear medical information Determine if restrictions affect

essential job functionsIf no, accommodateIf yes . . .

Determine if appropriate vacancy exists

If yes, transfer employee to vacancyIf no . . .

What Do You Do?

Decide if you want to create a position

If no, the employee goes homeIf yes . . .

Determine what position you want to create

Determine what limits you want to place on the new position

ADA FMLA

• 15 or more employees

• 50 or more employees

ADA FMLA

• Potentially all employees

• One year• 1250 hours• 50 or more

employees w/ 75 miles

ADA FMLA

• Impairment which substantially limits a major life activity

• Serious health condition

• Serious health condition of parent, spouse, or child

• Birth or adoption

ADA FMLA

• Reasonable accommodation

• Unpaid leave• Continuation of

benefits• Reinstatement

ADA FMLA

• Must be able to perform essential functions

• Undue hardship defense

• NO

• NO

ADA FMLA

• No time limit • 12 weeks

LEAVE OF ABSENCE

Follow your policies EEOC Guidance 12 Weeks

OCCASIONAL SCHEDULED TIME OFF Reasonable accommodation under

ADA Intermittent leave under FMLA

PART-TIME EMPLOYMENT

Does it affect essential functions? Intermittent leave under FMLA May transfer Effect on pay and benefits

SPORADIC UNSCHEDULED TIME OFF Not required under ADA Required under FMLA No end in sight

THANK YOU

Megan P. Norris