Don’t want to end up in the EEOC’s crosshairs? Jon Hyman suggests taking the A-E-I-O-You approach to medical leaves.
Consider the following example. ABC Co. has a policy that states that an employee is entitled to a 12-week leave of absence for any medical reason, and thereafter the company cannot guarantee a job upon an employee’s ability to return to work. Does this policy pass muster under the Americans with Disabilities Act?
