Although the legal requirements of the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) are similar in some regards, at times an employer may find that the requirements of one law contradict the other, and the employer cannot comply with both laws. In these cases, it is important to know which law takes precedence, or “trumps,” the other.
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Here, we present a workplace scenario where the FMLA and the ADA are both in play. Then we provide relevant information about each law and about the action should be taken by the employer.