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Understanding and complying with the various aspectsof The Family and Medical Leave Act, 29 U.S.C.§ 2601 et seq. (‘‘FMLA’’), and the Americans with DisabilitiesAct, 29 U.S.C § 12101 et seq. (‘‘ADA’’), continueto be some of the most challenging activities fortoday’s human resources and employment law professionals.Every year, employer action, or inaction, is subjectto legal challenge, and while employers can lamentthe cost and time associated with defending administrativecharges and lawsuits, there is a silver-lining; andthat is (at least for those not a party to the legal action),these opinions teach us invaluable lessons in compliance.
In Part I of this series, we addressed the sufficiencyof employee notice of a need for leave or other accommodation,and complying with the employer’s noticeobligations.
Read 'Lessons Learned in Administering FMLA Leaves and ADA Requests forAccommodation—Part II'