00:04
pregnancy family Lee
00:06
medically disability Lee disability
00:10
accommodation cases are all related
00:13
right somebody has a personal medical
00:16
condition or their family member does
00:18
and it’s creating an inconvenience for
00:21
management and management can often
00:23
behave very badly in those situations
00:25
even when management knows they’re not
00:27
supposed to something like 50 percent of
00:30
our clients have come to us with these
00:31
types of problems
00:32
medically pregnancy leave disability
00:35
leave related leaves these are important
00:39
cases because so often the employer
00:42
thinks that what they’re doing is right
00:44
because it’s good for business they’re
00:46
trying to get a job done and we
00:48
understand that but at the same time
00:50
they have to respect the needs and the
00:52
rights of employees to do what they need
00:56
to do for their own health or for that
00:58
of their family members the law is there
01:00
for those employees another really
01:02
common problem with leave type and
01:05
disability type cases is that human
01:07
resources managers know one part of the
01:09
law but they don’t know another part of
01:11
the law for example islands had a client
01:14
who’d had a kidney transplant who was
01:17
not quite ready to return to work at the
01:19
end of horror family medical leave and
01:22
Human Resources knew exactly how long
01:24
she was entitled to that leave 12 weeks
01:27
but what Human Resources didn’t know is
01:29
that there was another set of laws
01:31
disability accommodation recalled that
01:34
said they need to extend that period of
01:37
time
01:37
all my client needed was another couple
01:41
of weeks and it was denied to her they
01:43
broke the law and we were able to
01:45
resolve that case in a very positive way