What is the relationship between requirements of the FMLA, the ADA, and Title VII?
The FMLA and the ADA both require a covered employer to grant medical leave to an employee in certain circumstances. Under the ADA, unpaid medical leave is a reasonable accommodation and must be provided to an otherwise qualified individual with a disability unless (or until) it imposes an undue hardship on the operation of the employer’s business. No set amount of leave is required as a reasonable accommodation under the ADA. The FMLA and Title VII both have requirements governing leave for pregnancy and pregnancy-related conditions. In addition, under Title VII, employers must not discriminate on the basis of race, color, religion, sex, or national origin when they provide family or medical leave.
Related Questions
- Do your assessments comply with all state and federal requirements (EEOC, Title VII of the Civil Rights Act, Age Discrimination in Employment Act, ADA, etc.)?
- Where can I file charges for violations of Title VII, the ADEA, the ADA, and/or the FMLA?
- What is the relationship between requirements of the FMLA, the ADA, and Title VII?
