Today, the firm's distinguished attorneys represent and counsel both private and public sector employers in union and non-union labor relations, discrimination and affirmative action, compensation and benefits, OSHA and immigration,
FMLA and state
leave entitlements, overtime and independent contractor issues, as well as education and public sector / municipal law.
Now, the Supreme Court's decline to review this holding establishes that, at least in the Seventh Circuit, employers do not have to provide significant additional
leave following expiration under the
FMLA because doing so would convert the ADA to a medical
leave entitlement statute.
Comment: One comment suggested that the proposed regulation adversely affects the ability of an employer to determine an employee's
entitlement to
leave under the Family Medical Leave Act («FMLA») by affecting the employer's right to receive medical certification of the need for leave, additional certifications, and fitness for duty certification at the end of the l
leave under the Family Medical
Leave Act («FMLA») by affecting the employer's right to receive medical certification of the need for leave, additional certifications, and fitness for duty certification at the end of the l
Leave Act («
FMLA») by affecting the employer's right to receive medical certification of the need for
leave, additional certifications, and fitness for duty certification at the end of the l
leave, additional certifications, and fitness for duty certification at the end of the
leaveleave.