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• W290519256 abstract "But the game of rocks, paper and scissors continues as counsel try sort out the overlapping issues of these statutes THE Family Medical Leave Act (FMLA), Title I of the Americans with Disabilities Act (ADA), and state workers' compensation statutes regulate various aspects of the employment relationship. Sorting out issues as which act may control in a particular set of circumstances may cause one recall childhood and ask whether paper always wraps rocks, scissors always cut paper, and rocks always crush scissors. For this game, instead of rocks, paper and scissors, the ADA, FMLA, and workers' compensation statutes come into play. In order for employers, insurers, and their counsel be equipped respond issues arising under these acts, it is important understand the provisions of each act and the interplay between them. While sorting through these acts is not child's play, applying the acts certainly may involve strategy and gamesmanship. Title I of the (42 U.S.C. [subsections] 12101-12117) protects qualified individuals from discrimination on the basis of disability. The serves enable individuals with disabilities work in the general labor force, and be free from discrimination while doing so. It requires reasonable accommodation for qualified individuals. Like the ADA, the FMLA (29 U.S.C. [subsections] 2601-2654) is a broad civil rights law. Among the purposes for which it was enacted were the need to balance the demands of the workplace with the needs of families, promote the stability and economic security of families, and promote national interests in preserving family integrity [and] entitle employees take reasonable leave for medical reasons, for the birth or adoption of a child, or for the care of a child, spouse, or parent who has a serious health condition. The FMLA in general terms requires covered employers up 12 weeks of unpaid leave in a 12-month period all eligible employees. Workers' compensation statutes are designed compensate injured workers for the effects of work-related injuries. The primary purposes of most acts are insure employees against accidental injury, do justice workers without expensive litigation and unnecessary delay, and compensate employees for injuries suffered at work. Like the and workers' compensation statutes, the FMLA may have an impact on an employer's policies with respect employee disabilities, injuries and health problems. This article is not an exhaustive analysis of these statutes, but rather is intended basic information necessary allow the prudent employer or insurer and counsel understand the importance of the relationship between them and make knowledgeable employment decisions. COMPARISON OF BENEFITS The benefits and coverage provided by the FMLA differ substantially from the benefits and coverage under either the or state workers' compensation statutes. These acts overlap in many areas. Well-informed employers and counsel may be able use these important acts their best advantage and minimize the instances in which they are subjected adverse consequences of the acts. The regulations under the FMLA directly address potential conflicts between it and the by stating that an employer must provide leave under whichever statutory provision provides the greater rights employees.(1) Bringing workers' compensation issues into the discussion may even greater benefits the employee, particularly when the employer is unwary, as workers' compensation benefits may be paid in addition the protections afforded under the FMLA or the ADA. As for the interplay between workers' compensation statutes and the ADA, the technical assistance manual issued by the Equal Employment Opportunity Commission concerning the specifically provides that ADA requirements supercede any conflicting state workers' compensation laws. …" @default.
• W290519256 created "2016-06-24" @default.
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• W290519256 date "1999-01-01" @default.
• W290519256 modified "2023-09-24" @default.
• W290519256 title "Evaluating the Interplay among FMLA, ADA and Workers' Comp Statutes Isn't Child's Play" @default.
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