What do Will & Kate, "birthers," and ADAAA/FMLA coordination have in common? Nothing, really.


Whew - what a week! Try as I might, I could not think of a way to tie in the Royal Wedding and the release of President Obama's long-form birth certificate with employment law.

(But, aren't the bride and groom adorable? I love Kate's dress!)

(And, you know that birth certificate is a big fake. I'm kidding, I'M KIDDING!)

OK, enough of that -- back to work.

I actually have a serious topic today, which is the effect that the Americans with Disabilities Act Amendments Act will have on the Family and Medical Leave Act.

In subsequent posts, I'll talk about the effect of the ADAAA on the Genetic Information Non-Discrimination Act, the Occupational Safety and Health Act, the HIPAA privacy rule, and workers' compensation laws, and then I'll try to sum up with a comprehensive recommended approach to all of these laws.

As most of you already know, the ADAAA has dramatically expanded the class of people who are considered "disabled" within the meaning of the Americans with Disbilities Act. And, as most of you also know, Congress keeps passing laws affecting employees with medical conditions with very little apparent regard for already-existing laws and very little effort to coordinate. As a result, employers are continually having to learn the new laws, while trying their best to figure out for themselves how to comply with new Law E without simultaneously violating existing Laws A, B, C, and D.

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