1st Circuit: ADA leave requests must be reasonable on their face

It happens all the time—an employee takes a job-protected leave of absence for a medical condition, and when her available leave expires, she asks for more time . . . and then more still . . . and more again. Employers are beginning to understand that a request to extend a medical leave of absence can constitute a request for a reasonable accommodation under the Americans with Disabilities Act (ADA) even if the employee has already used up all of her available job-protected medical leave under the Family and Medical Leave Act (FMLA) or under company policy. What employers (and their lawyers) continue to grapple with, however, is how long is too long?

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