This How To details the steps a prudent employer should take when an employee returning from Family and Medical Leave Act (FMLA) leave requests an accommodation under the Americans with Disabilities Act (ADA).
This How To details the steps a prudent employer should take to ensure compliance with the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) and workers' compensation laws.
This How To details the steps a prudent employer should take when an employee requests leave as a reasonable accommodation under the Americans with Disabilities Act.
An employer may use this letter to remind an employee of the end of their FMLA leave. This reminder ensures prompt employee return to work and provides time for the completion of any necessary paperwork, like fitness-for-duty certification.
An employer may use this letter to notify a key employee that reinstatement has been denied to prevent substantial and grievous economic injury to operations. This notice should be used in conjunction with the Key Employee Notification Under the FMLA Letter.
An employer may use this letter to inform an employee of potential termination of health coverage due to non-payment during FMLA leave. This notice must be provided to an employee at the time the employer provides a Notice of Eligibility for FMLA leave.
An employer may use this letter to inform key employees on FMLA leave whether, after reevaluation, reinstatement would cause the employer substantial and grievous injury. Failure to conduct a new evaluation can result in a claim that the employer has interfered with the employee's FMLA rights.
An employer may use this form to obtain information about an employee's requested leave under the Family and Medical Leave Act (FMLA). This form should be completed even if the onset of the employee's leave was unforeseeable, and even if the leave is completed by the time the employee is able to complete the form.