“If You Leave Me Now…” Not the Same Song and Dance for ... - Bradley.pdf · 1 “If You Leave...
Transcript of “If You Leave Me Now…” Not the Same Song and Dance for ... - Bradley.pdf · 1 “If You Leave...
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“If You Leave Me Now…” Not the Same Song and Dance for Mastering Leave and Disability Accommodation
Presented By:
Katheryn Bradley
Lane Powell, PC
(206) 223-7000
www.lanepowell.com
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Most Employees
Have Access to Leave
Source: U.S. DOL Bureau of Labor Statistics, 2011 American Time Use Survey
90% of Employees have access to leave
90
10
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Most Employees
Have Access to Leave
59
59% of Employees have access to paid leave 41
77% of Employees have access to unpaid leave
77
23
Source: U.S. DOL Bureau of Labor Statistics, 2011 American Time Use Survey
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Many Employees
Are Using Leave
21% of Employees took leave during an average week
79
21
Source: U.S. DOL Bureau of Labor Statistics, 2011 American Time Use Survey
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Average Leave Requested
by Employees
15.6 hours
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Most Employees
Have Flexible Schedules
56
44
Source: U.S. DOL Bureau of Labor Statistics, 2011 American Time Use Survey
56% of Employees can adjust their work schedules or location instead of taking leave or because they did not have access to leave
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Learning Objectives
How to modify your policies to comply with FMLA, GINA, ADA, USERRA and EEOC guidance
What to do when employees request leave or need accommodation
How to avoid claims for retaliation or interference with leave rights
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HR’s Challenge:
Mastering Alphabet Soup
FMLA
GINA
USERRA - Military Leave
ADA Accommodations
State and Local Leave and Anti-discrimination Laws
EEOC’s Caregiver Guidance
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FMLA Refresher
Employee
Eligibility
• 12 months
• 1250 hours
• Works at worksite with 50 employees within 75 miles
Covered Reason
• Employee or Family’s Serious Health Condition
• Military family leave
• Exigency
• Caregiver
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FMLA Refresher
Duration depends on
reason
Serious health
condition 12 weeks
Exigency 12 weeks
Caregiver 26 weeks
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FMLA Refresher
• Use DOL’s FMLA forms but add GINA safe harbor language
Comply with notice and designation requirements
• Don’t be afraid to provisionally designate FMLA Monitor absences
• In loco parentis relationship based on day to day care or financial support Nontraditional families
• Domestic partners
• Grandparents State law may provide
broader coverage
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FMLA Prohibits Retaliation and Interference
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Pregnancy Discrimination Act
Title VII’s Prohibition Against Sex Discrimination
State Sex and Pregnancy Discrimination Laws
State Pregnancy Disability Laws
Don’t Forget Other Overlapping Laws
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Disability Definition is Broad
ADA Amendments Act makes most disabilities covered
State law may be even broader
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Disability Definition is Broad
Includes having a record or history of disability
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Accommodating
Disabled Employees
• Informal process to clarify employee’s needs and identify reasonable accommodation
• May continue through employment
Employee’s request triggers
interactive process
• Nature of the disability
• Functional limitations
• Medical facts
• Accommodations requested
Employer seeks relevant
information from Employee
and treating provider
Step 1 Step 2
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Accommodating
Disabled Employees
• Must first exhaust process with Employee’s doctor
• Seek only if insufficient information
Second opinion from Employer’s
doctor
• Employer chooses effective accommodation
• Undue hardship difficult to show
• Direct threat requires medical evidence from specialist
Employer provides
accommodation or shows undue
hardship or direct threat
Step 3 Step 4
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ADA Accommodations
re Job Performance
• Continuous
• Intermittent
• Reduced schedule
Leave
• Reallocate or redistribute marginal functions
• No obligation to eliminate essential functions
Job restructuring
Affirmative right without
competing?
Reassignment to vacant position
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EEOC Consent Decrees
$3.2 million
Policy limited leave to one
year and prohibited
returning with any limitations
Supervalu 1/11
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EEOC Consent Decrees
$20 million
No-fault attendance policy charged employees for
disability-related absences, resulting
in discipline or discharge
Verizon (7/11)
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EEOC Consent Decrees
$6.2 million
Policy terminated employee on
workers’ compensation leave after one
year
Sears, Roebuck and Co. (9/09)
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Working mothers
Working fathers
Caregivers of elderly
Caregivers of disabled children
EEOC’s Caregiver Guidelines:
Law Prohibits Stereotyping
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USERRA: Military Leave
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USERRA: Military Leave
All employees covered
Oral notice suffices
Military leaves up to 5+ years
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USERRA: Reinstatement
When Leave Ends
Employee must reapply within statutory deadline
• Typically, up to 90 days depending on length of service
• For service-related illness or injury, extended up to 2 years; beyond that for reasons beyond control
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USERRA: Escalator Rule
Upon reinstatement, Employee is entitled to
• Position he or she would have held but for service
• Favorable personnel actions that he or she would have received
• Promotion, pay raises, benefits
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USERRA:
Service-Related Disabilities
Employee unable to do former job must be offered job of equivalent
seniority, status, and pay that he or she could become qualified to perform
Failing this, Employee must be reemployed in position which is the “nearest approximation” in terms of
seniority, status, and pay
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INTERACTIVE PROCESS VIDEO
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Seattle, Washington Portland, Oregon
Olympia, Washington Tacoma, Washington
London, U.K. Anchorage, Alaska
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