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What is the relationship between requirements of the FMLA, the ADA, and Title VII?
The FMLA and the ADA both require a covered employer to grant medical leave to an employee in certain circumstances. Under the ADA, unpaid medical leave is a reasonable accommodation and must be provided to an otherwise qualified individual with a disability unless (or until) it imposes an undue hardship on the operation of the employer's business. No set amount of leave is required as a reasonable accommodation under the ADA. The FMLA and Title VII both have requirements governing leave for pregnancy and pregnancy-related conditions. In addition, under Title VII, employers must not discriminate on the basis of race, color, religion, sex, or national origin when they provide family or medical leave.
The Family Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964. An 11-page fact sheet, in question and answer format, published by the EEOC. This fact sheet is available upon request in alternate formats. Write or call EEOC's Office of Communications and Legislative Affairs, 1801 L St., NW, Washington, DC 20507, 202-663-4900, 202-663-4494 (TTY)