Thanks to those who attended my webinar last week with Matt Morris on “Complying with the FMLA and ADA When Your Employee is Dealing with a Mental Health Condition.” A link to the recording can be found here, and the presentation can be downloaded here.
Articles Discussing The FMLA and Return To Work Fitness For Duty
Enhanced FMLA Fitness-for-Duty Certification Provides Comfort to Employers
An employee’s return to work following an extended FMLA leave for a serious health condition of the employee often creates concerns on the part of the employer. In these situations, employers frequently question whether the employee is really able to perform the essential functions of the job and whether returning the employee to work may expose him/her to risk of further injury (and potentially expose the employer to legal risk). However, these concerns can often be relaxed through use of the “enhanced” fitness-for-duty certification procedures set forth in Section 312 of the Department of Labor’s FMLA Regulations, 29 C.F.R. § 825.312.
Don’t Be Tripped Up by Light Duty Obligations under the FMLA and ADA: A Discussion of Employer Best Practices
Earlier this week, I had the privilege of presenting on the FMLA and ADA reasonable accommodations at CUPA-HR‘s annual conference with my friend, Stan Kulesa from The Standard.
Employer Rejects Employee’s Fitness for Duty Certification, Faces FMLA Liability
The story is for all you hunt and peck typists out there. But its message is a lesson for all employers when it comes to returning your employee from FMLA leave.
I Believe My Employee is Unfit to Return to Work. Can I Require a Full Medical Examination Before His Return?
Have you ever doubted whether one of your employees actually was fit to return to work from a leave of absence?
Conflicting Fitness for Duty Reports Preclude Retaliation Claim
What should an employer do when an employee’s doctor releases him to return to work, but its own doctor says that the employee cannot safely return? A federal district court in Kansas recently addressed this issue, holding that an employer’s reliance upon its own doctor’s opinion that an employee could not return to work was a legitimate basis for discharging the employee after he had exhausted all of his available FMLA leave.
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