In Easter v. Arkansas Children’s Hospital, an employee was unable to work after exhausting her FMLA leave but she had an appointment to be evaluated by a specialist less than a month later. The employer denied the additional leave and terminated her employment. The Court held there was no violation of the ADA.
DMEC News: July 2018
2018 DMEC Compliance Conference Highlights the Future of Leave Compliance In May, DMEC held our annual FMLA/ADA Employer Compliance Conference. As always, it was an informative and fun opportunity to … Read More
Advocating Care & Compliance: Complying with the Complexities of the ADA/ADAAA – Leave as a Reasonable Accommodation
By Sharon Andrus Director National Technical Compliance Sedgwick Just over 18 years after enactment of the Americans with Disabilities Act (ADA) of 1990, the law was amended by the ADA … Read More
2014 DMEC Employer Leave Management Survey White Paper
This fourth annual report provides a summary and an analysis of the 2014 Employer Leave Management Survey jointly sponsored by DMEC and Spring Consulting Group. The survey tracks employer methods, … Read More