has a a time limit of 12 weeks. I'm not sure what the repaid medical payments would be for? Perhaps they are saying you will be responsible for paying to continue health insurance if you are terminated at the end of the FMLA period? (That's called "Cobra
" coverage -- COBRA is an acronym for the law that mandates you get to buy for your own health insurance from your former emplooyer after separation).
The Americans with Disabilities Act (ADA
) only requires "reasonable accommodation." I'm not sure that an aide would be covered, but it might be. Its one of those situations for which you need to consult your own lawyer, as the facts and circumstances are complex.
The easy ADA cases are things like putting in a wheelchair ramp or a software to accommodate a disability. Something like an aide -- that will take the kind of in-depth look that your only your own lawyer could do (an information service like this is just not set up for legal representation).
One accommodation might be a reassignment. If there were a lower stress position available, that might be an accommodation. But again, these are things you must discuss with your own lawyer.
Finally, while not in LA Unified, does your district have a union contract? If so, be sure to make use of any resources the Union can provide !
I wish you all the best as you seek resolution in this matter:
Attorney Wayne. PS Please trmrmbrt yo click "ACCEPT" if this provides useful information (as it is the only way the experts get credit for their work) . Also, feedback is really helpful and the form is really short. Thanks for completing it!