Your employees may occasionally come to you with medical issues. For example, an employee advises you that his 12-year-old son broke his leg over the weekend playing soccer and needs a week off from work to be with his son, who is undergoing surgery/recovery. Or an employee tells you she has recently been diagnosed with migraine headaches and, while there is no way to predict when the need will arise, she will need a few hours on "flare-up" mornings to stay home.
There are times when employers become suspicious that an employee is exaggerating an illness or injury or that the course of treatment is inaccurate. That temptation can be even greater if the employer is a medical practitioner. It is wise to avoid this temptation, as there are a myriad of laws which, depending on the size of your practice, require very specific types of interaction, and punish employers for missteps. In order to safeguard your practice from potential liability, the best course of action is to proceed in the same manner as a non-medical employer.
Understanding the law
The first step to properly managing disability issues in the workplace is to discern which laws apply to your business. There are various coverage thresholds. For example, the federal Americans With Disabilities Act ("ADA") covers employers with 15 or more employees. The federal Family and Medical Leave Act ("FMLA") covers employers with 50 or more employees within a 75-mile radius. What constitutes an "employee" under each law differs (eg, are part-time or seasonal employees counted?). There are also state-specific laws of which to be aware. For example, in New Jersey, the Law Against Discrimination, which includes disability management requirements, covers employers of any size, even those with just one employee. New Jersey also has its own family/medical statute called the New Jersey Family Leave Act which covers employers with 50 or more employees, regardless of where those employees are employed, so long as one employee works within the state limits.
There is also a current trend whereby cities are enacting their own disability management laws. San Francisco, Portland (Oregon), Seattle, New York City, Jersey City (NJ) and Newark (NJ) have all passed paid sick-leave laws, which require covered employers to provide paid leave to covered employees. Given the maze of employment laws and the interaction between them, it is wise to take the time to understand which laws apply to your business, particularly if your business is growing and may evolve to a point where it is covered by laws today that it was not covered by a year or two ago.
Understanding your obligations
Once you have determined which laws apply to your business, the next step is understanding the obligations those laws place on your business. The following are just some of the questions that need to be answered:
- Do you have to post required notices in the workplace? Generally, the answer is yes (with regard to covered laws), although many employers in the modern age wonder if electronic notice upon hire is sufficient to meet a posting requirement.
- Do you need to include policies in your handbook that outline specific disability management practices? Under the FMLA, the answer is yes (and New Jersey's state leave law has a similar requirement).
- What is an employee entitled to under each applicable law? The answer will change depending on the specific circumstances. Under the FMLA, a covered employee is entitled to 12 weeks of unpaid, job-protected leave to deal with his/her own or a covered family member's serious health condition. Those 12 weeks can be taken in a single block, in separate blocks of time, or intermittently. Under the ADA, an employee is entitled to a reasonable accommodation provided that said accommodation does not present an undue burden on the employer. This is a much more amorphous issue to analyze.
Originally published on Healio.com
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
