On Dec. 30, 2020, the U.S. Court of Appeals for the Seventh Circuit issued its opinion in McAllister v. Innovation Ventures, LLC, No. 20-1779 (7th Cir., Dec. 30 2020), and held that an employer did not violate the ADA where it terminated its employee after it became clear that she would require several additional months of leave after she had already been granted a two-and-a-half-month leave of absence due to her disability.
Another Court Decides That Extended Leave is Not Reasonable
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.
Filling in the Gaps with Leave Management Technology
Filling in the Gaps with Leave Management Technology By Angie Brown Business Development Manager ClaimVantage Technology does not eliminate human error, but it can erect barriers to our impulses to … Read More
Compliance Memos: May 2018
Long Legal Contest to Cap Leave as Accommodation On April 2, the U.S. Supreme Court refused to review a ruling by the 7th Circuit U.S. Court of Appeals rejecting “multimonth” … Read More