Last week, we had a two-part series on the interplay between the Family and Medical Leave Act and the Americans with Disabilities Act. The former clearly obligates employers to afford leave to an eligible employee to care for a sick child. But, what about the latter? That is, must an employer provide leave from work as a reasonable accommodation to an employee to permit her to care for a disabled child?
In a case decided earlier this month (Magnus v. St. Mark United Methodist Church), the Seventh Circuit Court of Appeals held that the ADA does not require employers to provide reasonable accommodations to non-disabled workers.
However, that does not mean that employers have carte blanche to discriminate against employees who must care for disabled loved ones. Here are a couple of other lessons from the Seventh Circuit:
Lexis.com subscribers can access a Lexis enhanced version of the Magnus v. St. Mark United Methodist Church, 2012 U.S. App. LEXIS 16441 (7th Cir. Ill. Aug. 8, 2012) decision with summary, Headnotes, and Shepard's.
This article was originally published on Eric B. Meyer's blog, The Employer Handbook.
For more information about LexisNexis products and solutions connect with us through our corporate site.