Robin Shea, attorney at Constangy, Brooks, Smith & Prophete, shares the intricacies of coordinating leave policies in the workplace. Shea outlines that while the FMLA is structured with specific eligibility requirements and designated reasons for leave, the ADA offers a more flexible framework, encouraging reasonable accommodations for disabilities without a set duration of employment.
Episode Guest
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Robin Shea
Robin has more than 30 years' experience counseling employers and representing them before government agencies and in employment litigation involving Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, the Equal Pay Act, and the Family and Medical Leave Act, as well as similar state laws. She also conducts employment-related investigations as well as training for human resources professionals, management, and employees on a wide variety of topics.
Related Article
Coordinating compliance with leave and disability-rights statutes remains a challenge for employers. Legal experts share how to avoid mishandling these situations.
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