When an employee requests a leave, there are a few things the employer should consider. First, determine if the request falls under an ADA or FMLA request, or potentially both. If both apply, the employer should exhaust FMLA first, then use ADA as an accommodation. Once this is determined, it is crucial to track the amount of leave taken, continue the employee’s benefits, and stay in communication with the employee. When the employee is ready to return to work, he or she should be reinstated to the same (or equivalent) position. It is beneficial to establish these details in writing and in advance. Click here for more information.