![]() ![]() ![]() You may deny a religious leave request that would impose more than minimal costs or disruptions.You may deny a medical leave request if the frequency, length or unpredictability of an employee's requested leave poses significant difficulty or expense for your business.You may deny a medical leave request if it is extremely difficult to find a temporary replacement because of the highly specialized nature of the employee's job.However, you may not deny leave solely because the employee's expected return date or range of possible return dates is approximate or changes, unless the uncertainty or duration causes significant difficulty or expense for your business.You may deny a medical leave request if the employee cannot indicate if or when she will be able to return to work. ![]() For example, under the laws enforced by the EEOC: You may deny a medical leave request that would cause significant difficulty or expense, unless the employee has a right to leave under the Family and Medical Leave Act (enforced by the Department of Labor) or a state or local law.However, you may deny requests for medical or religious leave in certain circumstances: For example, in some instances, you may be required to provide employees with leave for medical or religious reasons. The laws enforced by the EEOC require employers to provide reasonable accommodations (changes to the way things are normally done at work) because of an employer's disability or religious beliefs, in certain circumstances. ![]()
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