Cancer and the ADA: Practical Workplace Considerations
How should employers handle requests for extensions from employees diagnosed with cancer, who are out on approved leaves?
Tag Featured Case
Featured Case: Avoiding Common Traps
It can be difficult to navigate mental health-related accommodation requests, note legal experts, who write about increasing claims of discrimination in this realm.
Featured Case: ADA and Navigating Impairments
What is the safest way for employers to respond to accommodation requests related to hearing impairment? These scenarios illustrate the importance of proceeding with caution.
Featured Case: Accommodation Requests from Employees with Mental Health Disabilities
Identifying and managing employees who have mental illnesses, such as depression, anxiety, and post-traumatic stress disorder, continues to challenge employers and garner attention from the Equal Employment Opportunity Commission. Explore how employers can better handle accommodation requests from employees with mental impairments.
Featured Case: Managing Noncooperative Employees
Employers often struggle with employees who make vague references to a disability or impairment, fail to identify reasonable accommodations, and are not cooperative throughout the interactive process. Three tips can help employers manage these situations.
Featured Case: Managing Employees’ FMLA Obligations
Creating a culture of well-being starts with establishing employee health as an organizational priority. Temple University Health System, Inc. has a commitment to meeting employees where they are with their well-being journeys (from mental to physical and financial health) and includes them in efforts to create effective well-being programs.
Featured Case: When Employees Fail to Provide Timely FMLA Certifications
What if an FMLA certification is not returned on time or at all? This feature case illustrates that employers must explain and follow through on the consequences for not returning FMLA certifications, which may include denial or delay of FMLA-covered leave.
Featured Case: FMLA Certification Tips
A common challenge for employers administering Family and Medical Leave Act (FMLA) leave is dealing with incomplete (blank sections) or insufficient (vague, ambiguous, or nonresponsive) certifications. The FMLA regulations provide guidelines for addressing incomplete and insufficient certifications.
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