Some employers might assume that if they give an employee 12 weeks of leave to comply with the FMLA, their obligation to this employee is finished. However, if the employee also is disabled, the employer’s duty under the ADA may be just beginning. Ask a group of HR professionals to list the toughest aspects of applying the Family and Medical Leave Act (FMLA) requirements, and many may agree that coordinating the law with the Americans with Disabilities Act (ADA) is one of their top challenges.  To help navigate the sometimes overlapping obligations and dual application of the […]