Well first, you would need to establish if he is eligible for FMLA. Typically, you're granted up to 12 weeks of unpaid leave, and the employer will have to hold the position open for you.
Second, if he has access to short or long term disability benefits, those need to be utilized.
From my understanding and interpretation of the ADA, you do need to have a life-changing and permanent disability to qualify as "handicapped." However, his employer cannot let him go to a disability.
He can also contact the local EEOC office, and perhaps, the ADA to see what meaningful advice they can offer, re: temporary disability.
This also raises the question about discrimination -- it's wrong. Let us know what happens!
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