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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.
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.
Coordinating compliance with leave and disability-rights statutes remains a challenge for employers. Legal experts share how to avoid mishandling these situations.
As part of SHRM's commitment to providing cutting-edge resources, get additional perspective and more insights in content curated from SHRM and around the web.
Historically low employee engagement is pushing companies to try new strategies to re-energize their workers. Take these steps to re-engage your workforce and recoup productivity that’s been lost.
Dow, Hilton, and Voya Financial are just a few of the growing number of employers beefing up workplace support for caregivers.
Coordinating compliance with leave and disability-rights statutes remains a challenge for employers. Legal experts share how to avoid mishandling these situations.