New England Biz Law Update
A recent ruling from the 4th U.S. Circuit Court of Appeals may signal expanded exposure for employers under the Americans with Disabilities Act when it comes to medical leave requests.
The case involved a U.S. State Department employee whose repeated requests for telework and continued leave following psychiatric hospitalization were denied, ultimately resulting in her termination.
The court ruled that her claims under the Rehabilitation Act, which mirrors the ADA in this context, could proceed.
Notably, the panel rejected the government’s argument that its internal leave policies and procedures precluded liability. Instead, it emphasized that an employer’s duty to provide a reasonable accommodation can extend beyond formal internal processes, especially when mental health conditions are involved.
Experts say that the ruling underscores the importance of engaging in individualized assessments when handling extended leave or telework requests, even in rigid bureaucratic settings.
Employers should ensure that their HR staff members are trained to engage in interactive processes and carefully document their rationale when assessing accommodations under the ADA.
While policies may set general rules, consistent application of individualized assessments is an important way to safeguard against liability.
