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[quote=Anonymous]I am a lawyer that advises employers on exactly these issues. If you are a supervisor or manager, you have an obligation to take this to HR as your knowledge can be deemed to be the knowledge of the employer. The employer could later say that it was an implied request for accommodation or that it triggered the employers obligation to inform of FMLA and DC PFL rights. You also have an obligation under the ADA to NOT share the information with anyone other than HR (or, if there is no HR, the appropriate person to handle such matters). And the ADA also prohibits you from making further inquiries, unless it’s part of the ADA interactive process for considering an accommodation request. [/quote]
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