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An 'Indefinite Reprieve' of Essential Functions of Job Not a Reasonable Accommodation under the ADA
FMLA Insights Link to more items from this source
Sept. 5, 2012
"[E]mployers generally feel as though they have no clue as to their legal obligations when it comes to providing a leave of absence as a reasonable accommodation under the ADA after an employee's 12 weeks of FMLA leave has been exhausted.... A recent federal appellate court case makes clear that an employee is properly subject to termination when she cannot provide a reasonable estimate regarding when she will be able to resume all essential functions of her position."

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