The ADA protects individuals with disabilities in regard to job application procedures, hiring, firing, compensation, advancement, training and other conditions of employment. Employers are required to make reasonable accommodations for employees or prospective employees with disabilities to enable those individuals to perform their job functions unless the accommodations would be an undue hardship on the employer. Possible sanctions against an employer for violating the ADA include injunction, back pay, reinstatement, attorney's fees and costs, other monetary damages to compensate the employee for damages suffered as a result of the employer's discriminatory acts, and possibly even punitive damages. The ADA is a very complex law. and employers or employees having questions about its application should consult with an attorney for specific guidance in particular circumstances. Employers covered by the FMLA include those who employ 50 or more employees within a 75-mile radius for each working day in 20 or more work weeks in the current or proceeding calendar year.
Special rules govern how the number of employees is counted.
Employees of employers covered by the FMLA are eligible for leave under the law only if they have worked for the employer for at least 12 months and a minimum of 1,250 during the last 12 months. When an eligible employee receives a child through adoption or foster care. So that the employee can care for a child, parent or spouse with a serious health condition. When the employee's own serious health condition makes the employee unable to perform the functions of his or her job. This quick over view of the FMLA omits many details and does not mention some other exceptions to the applicability of the law, so consultation with an attorney is advisable to resolve legal issues in a particular situation.