I have previously written about eligibility for time off under the Family Medical Leave Act (FMLA). I have also talked about the Americans with Disabilities Act (too many times to mention here). Many of you may have dealt with each law separately. A number of you may, to your surprise, have found yourselves dealing with both at the same time.  FMLA is an employee leave law. ADA is an anti-discrimination law. Can both laws really impact the same set of facts? If so, how? Now for the truly burning questions: Does it matter that both may apply? If so, when and how? That seems like enough questions to get us started this week...

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