Interplay between the FMLA, ADA, and Workers’ Compensation

Thomas Jovanovich & Lori Athmanntjovanovich@rajhan.com & lathmann@rajhan.com

GENERAL CONSIDERATIONS IN APPLYING ADA, FMLA AND WORKERS’ COMPENSATION ISSUES

Areas overlap and conflict. Solution: Analyze the employee’s

health issues under each area of the law.

EMPLOYER CONSIDERATIONS

FMLA: Qualifying serious health condition? If so, maximum total of 12 weeks leave.

ADA: Qualifying disability? If so, possible accommodation, including leave.

Workers’ Compensation: Injury during the course and scope of

employment? If so, workers’ compensation-related benefits

and leave.

FMLA LEAVE QUALIFICATIONS

Applies to: Employers with 50 or more full-time employees public agencies public schools

FMLA does not cover part-time or seasonal employees with fewer than 1,250 hours per year.

Eligible employees entitled to 12 weeks of unpaid leave during 12-month period.

Employee must have serious health condition: 1) In-patient care 2) Continuing treatment by healthcare provider

Other qualifying conditions: maternity leave. leave to care for a close relative with serious health condition.

REQUIREMENTS FOR FMLA LEAVE

Must notify employee for leave to count as FMLA leave.

Notice of fitness for duty certification. Leave may be taken in blocks or as

intermittent or reduced leave. Temporary transfer for intermittent

leave.

FMLA END-OF-LEAVE CONSIDERATIONS

Return to the same job or to an “equivalent position”.

Fitness for duty certification. At end of leave, determine whether

employee has ADA disability. If employee is not protected by ADA,

an employer has no additional leave obligations.

ADA REQUIREMENTS

Prohibits discrimination against employees who are “qualified individuals with a disability”.

Employers with 15 or more employees must comply with the ADA.

Minnesota law – one or more employees. Employers must provide reasonable

accommodations that permit the employee to continue work.

ADA DISABILITY

Disability A physical or mental impairment that substantially

limits one or more major life activities, or A record of having such an impairment, or Being regarded as having such an impairment.

Impairment Must be permanent or long-term. Must prevent or severely restrict the individual from

doing activities that are of central importance to most people’s daily life.

Major life activities include: walking, seeing, hearing, speaking, and breathing.

PRACTICE TIPS FOR FMLA AND ADA ISSUES

After FMLA leave, consider whether employee has ADA-qualified disability.

Don’t assume a disability is a disability under ADA.

Most ADA disabilities qualify as a serious health condition under FMLA.

Not all serious health conditions under FMLA will qualify as an ADA disability.

Be cautious about reaching the conclusion that a medical condition is an ADA disability.

WORKERS’ COMPENSATION

WC provides for payment of compensation and rehabilitation for workers injured on the job.

Provides quick and certain benefits to employees who suffer work-related injuries.

Employers are insulated from tort liability. Protects loss of earning capacity.

Can employers require medical certification under ADA and FMLA?

YES ADA:

if inquiry is job-related and consistent with business necessity

FMLA: If relates to serious health condition and

need for leave Limited to the serious health condition causing

need for leave

How much total leave do employers have to give?

FMLA requires: Up to 12 weeks in any 12-month period

But… remember ADA may require additional leave as a reasonable accommodation

ADA: No time limit (cannot be indefinite)

Do employers have to continue to pay for health insurance during leave?

FMLA: Same health benefits as that provided had

employee actually worked

ADA: Same benefits as nondisabled employee on leave

WC: Generally No…but remember to evaluate under

FMLA

Are reinstatement requirements different for the ADA and FMLA?

YES FMLA

Same or equivalent job

ADA Same job

What precautions should employers take to monitor leaves?

Identify if ADA, FMLA, or both Medical certification.

End of FMLA: Determine if ADA applies Consider further leave as

accommodation; and Evaluate reinstatement policy

FMLA and Workers’ Compensation

When is a WC injury covered under the FMLA?

When “serious health condition” No distinction between work and

nonwork-related injuries Any WC injury likely covered by FMLA

Should the employer give special notification under the FMLA?

Notify in writing: WC leave is designated as FMLA leave Will count against, and Run concurrently with 12 weeks of FMLA

Department of Labor’s Form WH-381 If not, cannot count WC as FMLA leave Could then be entitled to an additional 12

weeks of FMLA leave

Can an employee on leave be required to use vacation or sick leave?

FMLA: Yes, for all or part of unpaid leave No, if receiving WC benefits

Light-duty work

FMLA rights not waived Light-duty does not count as FMLA leave

Exception: employee was working a reduced scheduled or intermittent leave

Generally if employee refuses light-duty work within their restrictions, may cut off WC benefits

ADA Employer is not required to create light duty

work as a reasonable accommodation

Tips for Employers:

FMLA and ADA regulations do not override other applicable laws The strictest or most restrictive must be

honored If state law more restrictive, must still honor

as they apply to non-ADA or FMLA Can be complex and confusing for

employers seek assistance of counsel