ADA & FMLA
The Town is dedicated to assisting employees who are unable to work because of their own serious health condition or the serious health condition of a family member. The Department of Human Resources and Legal Compliance works across departments and consults weekly with supervisory and non-supervisory employees to ensure compliance with the Americans with Disabilities Act (ADA) as amended by the ADA Amendment Act (2008) (PDF), Section 504 of the Rehabilitation Act of 1973, as well as the Family Medical Leave Act (FMLA), while maintaining the utmost confidentiality.
Through informal and formal training, and facilitating interactive process discussions, Human Resources and Legal Compliance assists Directors, supervisors and employees in developing reasonable accommodations that balance the needs and rights of employees with the business interests of the municipal organization, thereby ensuring compliance with the ADA.
If you are in need of accommodations, please contact us - we will be happy to work with you and your supervisor to jointly develop reasonable accommodations that will enable you to perform the essential functions of your position.
With regard to FMLA, beyond minimal compliance, best practices are used in communicating with employees and their health care providers. For each employee request, Human Resources and Legal Compliance staff ensures the use of updated forms and standardized correspondence readily accepted by oversight authorities like the U.S. Department of Labor.
If you are unable to work because of your own serious health condition or the serious health condition of a family member, please contact Human Resources and Legal Compliance as soon as possible for a meeting. For a detailed explanation of FMLA, you may view the Employee's Guide to FMLA (PDF), published by the U.S. Department of Labor's Wage and Hour Division.
For information regarding your specific rights, please refer to your collective bargaining agreement or the Personnel Rules (PDF).