Navigating the legal landscape surrounding employee medical leave and health-related accommodations continues to be a complex task for employers. From evolving vaccine policies to statutory leave entitlements, human resources professionals and business owners must carefully balance compliance obligations with operational needs.
Helen Bloch, an attorney with expertise in employment law, emphasizes that legal obligations depend largely on the size of the employer and the location of its workforce. For example, employers with 15 or more employees are subject to the Americans with Disabilities Act (ADA), while those with 50 or more employees within a 75-mile radius must comply with the Family and Medical Leave Act (FMLA). Smaller employers may still be governed by a patchwork of state and local laws, particularly municipal human rights ordinances. Bloch encourages employers to assess all applicable jurisdictions to ensure compliance, particularly in multi-state operations.
Amit Bindra of Prinz Law Firm outlines the foundational elements of the FMLA, which provides eligible employees with up to 12 weeks of unpaid, job-protected leave. Eligibility requires that the employee has worked at least 1,250 hours during the prior 12 months for an employer covered under the act.
Qualifying reasons include:
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