One of the most difficult issues an HR professional or in-house employment counsel faces is how to deal with an employee who cannot return to work after FMLA leave expires. Is additional leave beyond 12 weeks required? The answer is almost always ‘yes.’ But how much leave are we obligated to provide? And what if the employee already has taken months of leave and doesn’t really know when she’ll return?
Home > Federal Law Articles > Disability Discrimination > Reasonable Accommodation > An Employee’s “Hope” That She’ll Return to Work Isn’t Enough to Require Additional Leave under the ADA