If the employee has already taken FMLA leave several times the employer does not have to provide additional notice.

Seventy-five percent of employers have been directly affected by opioids but only 17% feel extremely well prepared to deal with the issue.

Doing or saying the wrong thing about alcoholism could violate the FMLA, the ADA or both.

The ADA and the FMLA may require employers to grant time off to workers with alcohol dependency.

A returning employee who can’t yet perform the essential functions of their job may be disabled under the ADA.

Courts grant employers broad leeway to investigate suspicious absences.

Workers can sue if they've been informally warned that asking for FMLA leave could have consequences.

Government employers can be sued for discrimination by employees who are serving or have served in the military.

FMLA qualification depends on the company and how long the employee has worked there.

A work backlog for an returning employee performing the same job does not violate the FMLA.