January 7, 2019

194 Absences Are Enough – Any More and You Can Be Fired.

One of the most headache-inducing issues for any employer is how to deal with an employee with a medical condition who continues to miss work even after they have been granted the full 12 weeks of leave under the FMLA. While many courts have held that providing additional leave can be a reasonable accommodation, a federal circuit court overseeing several Midwestern states has held that post-FMLA requests for intermittent leave do not have to be accommodated—at least when the request follows a lengthy period of continuous leave.

Read the source article on Lexology



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