Rehab and ADA
Kymm
140 Posts
We have an employee who has only been with us about 11 months so I know he does not qualify for FMLA. He is a great worker but has recently been calling in sick (here and there - and we have started the disciplinary cycle). Approx. 2 months ago he did tell his supervisor that he was an alcoholic and had fallen off the wagon, but was getting help (and has worked fine since.)
He called in sick yesterday and this morning and has asked if he can have a leave of absence to go into rehab - he needs professional help. Where do we stand with this? Wondering specifically about ADA and if we should grant his request - if we don't I have a feeling the absences will continue and we would end up terminating him - would we be asking for trouble if that happened?
He called in sick yesterday and this morning and has asked if he can have a leave of absence to go into rehab - he needs professional help. Where do we stand with this? Wondering specifically about ADA and if we should grant his request - if we don't I have a feeling the absences will continue and we would end up terminating him - would we be asking for trouble if that happened?
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