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
Practices under these laws
Practices addressed include:
Harassment on the basis of race, color, religion, sex, national origin, disability,
Taking revenge 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 must 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 people 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 people. 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.
What are my benefits under Family Medical Leave Act (FMLA)?
An overview of the FMLA can be found at its website.
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
To take medical leave when the employee is unable to work because of a serious health
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 jointly have a right 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
Leave for birth and care, or placement for adoption or foster care must end 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
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 choosing if an employee's use of paid leave counts
as FMLA leave, based on information from the employee.
What happens to my health benefits?
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.
Also, it must be 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 it applies, a letter of creditable
coverage (see HIPAA):
Consolidated Omnibus Budget Reconciliation Act (COBRA). This law was passed by Congress in 1986 to make sure that employers provide continuation
of group health coverage that otherwise would have been ended when the employee left
or was fired. 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 be
more than 102% of the normal coverage rate for an employee in a similar situation.
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 availability
of health coverage and the ability to renew health coverage.
What happens to my job?
On 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
In addition, an employee's use of FMLA leave cannot result in the loss of any employment
benefit that the employee earned or had a right 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 restoring the employee
to the same job, 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 being restored to the same job.
A key employee is a salaried eligible employee who is among the highest paid 10% of employees within 75 miles of the work
Understand what the ADA means by reasonable accommodations
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
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 change the nature of the business. Each case of reasonable
accommodation or employers' charge of undue hardship would be handled on a case by
Employers can make more than one reasonable accommodation. Reasonable accommodations
include 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
The employer is not required to modify a work schedule if it interferes with 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
When leave is necessary and if you qualify, you should use the Family Medical Leave
Family and Medical Leave Act of 1993
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 previous calendar year and
who are engaged in commerce or in any industry or activity affecting commerce, including
joint employers and successors of covered employers.
Am I eligible?
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.
When do I have to give notice to use my benefits?
Employees seeking to use FMLA leave must 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 healthcare provider
that demonstrates a serious health condition, the employer has the right to have the
employee seen for second opinions. However, the healthcare 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 healthcare providers in the vicinity
to provide the type of medical services for the healthcare provider; and
Periodic reports during FMLA leave regarding the employee's status and intent to return
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
When signing forms for leave that are not regulated under the FMLA or ADA, be aware
of the benefits that you have accumulated over a period of time. 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. This can be a complex process, but it is important not to be intimidated.
Ask questions until you understand the information. An attorney experienced in this
area could be a valuable asset.
When taking internal action with your employer
Here are the steps to take:
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
Patient Advocate Foundation(PAF) for case manager or attorney advisement. This information
can be found at the PAF website.
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.
These issues are complex and can feel overwhelming when you or a family member has
a serious medical issue. Consider having a trusted friend or family member sit in
on meetings and help you with the process. Seek support and guidance from your company's
human resources department. And, if issues become complex or hostile, consider seeking