Guidance on Accommodations for Workers
should be supported by documentation from a social worker, clergy member or other professional who can confirm the worker’s status as a victim. Employers may deny accommodations that impose an undue burden on the employer. EEOC guidance states that whether undue hardship exists should be based on an analysis of several factors, including:
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EMPLOYEE RIGHTS - U.S. Department of Labor
www.dol.govThe U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a