FMLA gives you a clear runway: twelve weeks, defined rules, a known end date. Then the leave runs out, and the employee still isn’t ready to come back. That’s where the questions get harder, and where a lot of employers get stuck.

Burt Garland, Shareholder at Ogletree Deakins, returns with the next session in the Compliance Through Case Study series. The summer sessions closed with an employer that had given thirty weeks of leave and then had to decide what came next. This session starts there. Through real cases, Burt walks through what happens after FMLA is exhausted: when the ADA takes over, whether more leave can be a reasonable accommodation, how the interactive process should run, and how to make return-to-work decisions that hold up.