Creating HR Policies or Employee Handbook?]
The ADA, in contrast, generally is not intended to cover temporary medical conditions. Accordingly, a person is disabled under the ADA only if (1) he has a physical or mental impairment; and (2) that impairment substantially limits a major life activity, such as walking, seeing, hearing, speaking, and breathing. Generally, most disabilities will qualify as serious health conditions under the FMLA. For example, cancer can be both a serious health condition under the FMLA and a disability under the ADA. However, not all serious health conditions will also be disabilities.
Related Questions
- Can an employee stay with Fidelity by paying the extra fees from their 401(k) account that HR is claiming it will save by switching to JP Morgan?
- I would like to review various County policies and health benefits. Does the County have an employee handbook?
- How do I keep my Employee Handbook and my Spanish Employee Manual (Manual Del Empleado) Policies current?
