James Thurber once explained that “60 minutes of thinking of any kind is bound to lead to confusion and unhappiness.” While we do fervently enjoy Mr. Thurber’s outlook on life, we hope to alleviate some of the confusion the challenges employers face when dealing with FMLA leaves and reasonable accommodations under the ADA.
With the expansion of the ADA under the Bush Administration a few years ago, the interplay between these two key pieces of workplace regulation became much more complex and difficult to navigate. Using examples drawn from popular culture, our experts, Eric Meyer, Anna Will and Erin Galbally, will guide you through the best practices to use when facing a variety of challenges, including:
- Cosmetic Surgery and Leave Requests
- Lingering conditions and Initial Requests
- Fitness for Duty Assessments
- Essential Job Functions
- Leave extensions Beyond the Original Accommodation
- Psychological Conditions
- Reasonable Accommodations
See CLE State Accreditation for credit details.
If you are licensed in New York, this content is appropriate for both newly admitted and experienced New York attorneys.