Many law enforcement executives have had employees who are dealing with serious medical conditions and the associated benefits the employee receives under the Family and Medical Leave Act (FMLA).1 Law enforcement executives should be cognizant that under certain circumstances, the FMLA can dovetail with another employment law, the Americans with Disabilities Act (ADA).2 While both laws contain protections and prohibitions, the two laws serve different purposes. The FMLA is a law that conveys certain leave benefits to eligible employees under particular circumstances.3 The ADA, by contrast, is an anti-discrimination law that’s purpose “is to eradicate discrimination against persons with disabilities and to ensure equal treatment.”4
