The two major laws that exist to ensure that anyone with a disability or anyone dealing with a health crisis is not discriminated against are the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). Listed below are the things you must know in order to understand and effectively deal with job discrimination. While the policies don't change daily, weekly, or even monthly, please be aware that laws and regulations do change and that you should visit the U.S. Equal Employment Opportunity Commission website and/or the U.S. Department of Labor website for up-to-date information. Consulting with an attorney who is knowledgeable in the area of disability law can help to ensure the validity of an employee's suspected discrimination.
Be sure you have a good understanding of what qualifies as discrimination or ADA violations and other terms and conditions of employment.
Disability. Under the Definitions sec.12102. (section 3) of the ADA, disability is defined as, with respect to an individual: A physical or mental impairment that substantially limits one or more of the major life activities of such individual; A record of such an impairment; or being regarded as having such an impairment.
The Americans with Disabilities Act presents many novel challenges for both an employee and employers.
It is important to understand before bringing a claim under the ADA act and other disability discrimination statutes that employees often may have to forego rights and benefits under other laws. The reason is because these other laws, such as Social Security Disability, require that an employee must be totally disabled. You cannot be totally disabled in order to qualify as a disabled person under the Americans with Disabilities Act.
Disability has different meanings for other organizations, such as the Social Security Administration and other health insurance companies. Please see the plan documentation for your insurance company for its definition of disability. The Social Security Administration has its own criteria for determining disability, so please contact your local Social Security office for more information:
Discrimination. Discriminatory Under Title VII of the Civil Rights Act of 1964, the ADA, and the Age Discrimination in Employment Act of 1967, it is illegal to discriminate in any aspect of employment, including:
Hiring and firing
Compensation, assignment, or classification of employees
Transfer, promotion, layoff, or recall
Use of company facilities
Training and apprenticeship programs
Harassment on the basis of race, color, religion, sex, national origin, disability, or age
Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices
Employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. These notices must be accessible, as needed, to persons with visual or other disabilities that affect reading. Title VII and the ADA cover all private employers, state and local governments, and educational institutions that employ 15 or more individuals. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees that control apprenticeship and training.
The ADEA covers all private employers with 20 or more employees, state and local governments (including school districts), employment agencies, and labor organizations.
A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:
For the birth and care of the newborn child of the employee
For placement with the employee of a son or daughter for adoption or foster care
To care for an immediate family member (spouse, child, or parent) with a serious health condition
To take medical leave when the employee is unable to work because of a serious health condition
The Family and Medical Leave Act, unlike the Americans for Disabilities Act, addresses permanent illness or injuries and temporary illnesses or injuries suffered not just by employees, but also the employee's family members.
Spouses employed by the same employer are jointly entitled to a combined total of 12 workweeks of family leave for the birth and care of the newborn child, for placement of a child for adoption or foster care, and to care for a parent who has a serious health condition.
Leave for birth and care, or placement for adoption or foster care must conclude within 12 months of the birth or placement.
Under some circumstances, employees may take FMLA leave intermittently—which means taking leave in blocks of time, or by reducing their normal weekly or daily work schedule:
If FMLA leave is for birth and care or placement for adoption or foster care, use of intermittent leave is subject to the employer's approval.
FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work.
Also, subject to certain conditions, employees or employers may choose to use accrued paid leave (such as sick or vacation leave) to cover some or all of the FMLA leave.
The employer is responsible for designating if an employee's use of paid leave counts as FMLA leave, based on information from the employee.
A covered employer is required to maintain group health insurance coverage for an employee on FMLA leave whenever the insurance was provided before the leave was taken and on the same terms as if the employee had never left work. If necessary, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. In some instances, the employer may recover premiums it paid to maintain health coverage for an employee who fails to return to work from FMLA leave. If the health benefits expire while you are out on FMLA, it is the responsibility of the employer to notify you of COBRA benefits and, if applicable, a letter of creditable coverage (see HIPAA):
Consolidated Omnibus Budget Reconciliation Act (COBRA) was passed by Congress in 1986. This law ensures that employers provide continuation of group health coverage that otherwise would have been terminated when the employee left or was terminated. This law covers employers with 20 or more employees and applies to private sector, and state and local governments. Once you are unemployed, the employer must notify you of benefits and then you would have 60 days to choose COBRA or lose all rights to the benefits. The usual length of coverage is 18 months unless there are other circumstances that would cause the employer to extend the benefits to the maximum of 36 months of coverage. Any coverage provided while you are out on FMLA is not to be considered as COBRA coverage. The premium you must pay may vary, but cannot exceed 102 percent of the normal coverage rate for a similarly situated employee.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA). This law includes important new protections for working Americans and their families who have pre-existing medical conditions or who might suffer discrimination in health coverage. HIPAA also limits exclusions for pre-existing conditions, prohibits discrimination against employees and dependents based on their health status, and guarantees renewal ability and availability of health coverage.
Upon return from FMLA leave, an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.
In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a no-fault attendance policy. Under limited circumstances where returning to employment will cause substantial and economic injury to its operations, an employer may refuse to reinstate highly paid key employees after using FMLA leave during which health coverage was maintained. In order to do this, the employer must:
Notify the employee of his or her status as a key employee in response to the employee's notice of intent to take FMLA leave;
Notify the employee as soon as the employer decides it will deny job restoration, and explain the reasons for this decision;
Offer the employee a reasonable opportunity to return to work from FMLA leave after giving this notice; and
Make a final determination as to whether reinstatement will be denied at the end of the leave period if the employee then requests restoration.
A key employee is a salaried eligible employee who is among the highest paid ten percent of employees within 75 miles of the work site.
The Americans with Disabilities Act requires an employer with 15 or more employees to provide reasonable accommodation for individuals with disabilities, unless it would cause undue hardship. A reasonable accommodation is any change in the work environment or in the way a job is performed that enables a person with a disability to enjoy equal employment opportunities. There are three categories of reasonable accommodations:
Changes to the job application process
Changes to the work environment or the way a job is usually completed
Changes that enable an employee with a disability to enjoy equal benefits and privileges of employment
Undue hardship would be changes to the work environment that would include significant difficulty and/ or expense. Undue hardship also refers to accommodations that would be disruptive or that would alter the nature of the business. Each case of reasonable accommodation or employers' charge of undue hardship would be handled on a case by case basis.
Reasonable accommodations include, but are not limited to, the following examples:
Shifting minor job responsibilities to other employees
Unpaid leave time that does not present undue hardship
Modified or part-time scheduling
Reassignment to a new position that you are qualified for
Making the workplace accessible and usable for people with disabilities
Key things to consider when requesting a reasonable accommodation:
Qualification for a new position or ability to still perform previous position.
The employer is not required to eliminate primary job responsibilities.
The employer is not required to provide personal use items like wheelchairs or prosthetic devices.
The employer is not required to modify a work schedule if it hinders the productivity of other employees and if it causes undue hardship.
The employer can deny a leave request when no approximate return date is given so that they may either plan for your return or get a replacement, which would involve undue hardship.
When leave is necessary and if you qualify, you should utilize the Family Medical Leave Act.
This law contains provisions on employer coverage; employee eligibility for the law's benefits; leave entitlement, maintaining health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protection for employees who request or take FMLA leave. The law also requires employers to keep records. Unlike the ADA, you may file a complaint and get an attorney without a right to sue letter.
FMLA applies to all public agencies, including state, local and federal employers, local education agencies (schools), and private sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce, including joint employers and successors of covered employers.
All employees must have worked for the employer for a total of 12 months:
Have worked at least 1,250 hours over the previous 12 months; and
Work at a location in the United States or in any territory or possession of the United States where the employer within 75 miles employs at least 50 employees.
Employees seeking to use FMLA leave are required to provide 30-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is attainable. Employers may also require employees to provide:
Medical certification supporting the need for leave due to a serious health condition affecting the employee or an immediate family member; (A serious health condition is one that requires the employee to miss three days of work due to illness or injury.);
Second or third medical opinions (at the employer's expense) and periodic recertification; if an employee submits proper documentation from his or her treating health care provider that demonstrates a serious health condition, the employer has the right to have the employee seen for second opinions. However, the health care provider selected by the employer must not work for the employer or have a contract with the employer to provide medical services unless there are two or less health care providers in the vicinity to provide the type of medical services for the health care provider; and
Periodic reports during FMLA leave regarding the employee's status and intent to return to work.
When intermittent leave is needed to care for an immediate family member or the employee's own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer's operation. Covered employers must inform employees of their rights and responsibilities under FMLA, including giving specific written information on what is required of the employee and what might happen in certain circumstances, such as if the employee fails to return to work after FMLA leave.
When signing forms for leave that are not regulated under the FMLA or ADA, be aware of the benefits that you have accrued. Make sure that you are not using valuable vacation and sick leave time when you should be using FMLA or ADA. Some employers offer sick leave and vacation time as pay when an employee is out. The employee should always fully understand what he or she is signing; otherwise the law will assume the employee did understand and consented to the contents of that document. An attorney experienced in this area could be a valuable asset.
If you are the one filing a complaint with human resources you must sign the official complaint, but always ask to know the consequences of signing any document that is given. Carefully review each document for content.
Check with local EEOC office if it is something that is not easily understood or contact PAF for Case Manager or Attorney advisement.
With recent changes in the ADA and the very definition of disability being basically reconsidered on a daily basis, the FMLA is a patient's best friend. It is the only law that protects your job and clearly defines exactly what benefits an employee has.
An employer must within two business days of being notified that an employee has a potential serious health condition designate the leave as Family and Medical Leave Act leave. Therefore, it is essential to notify an employer as soon as possible about serious health conditions suffered.
If an employer fails to re-credit leave, the employee may bring an action to enforce rights under the FMLA.