My question involves labor and employment law for the state of: Florida
Hi! I am a salaried exempt employee with a large company here in Florida. I am returning to work from a medical leave for a chronic condition that falls under ADA. I have FMLA for this condition and have already used 3/4 of my allotment on the leave.
My dr wants to give me restriction that I can work no more than 40 hours per week. As a salaried exempt employee I am working on average 50-60 hrs per week.
I know my essential job responsibilities can be done with the new work requirements. Since I am already working 40 hours per week, how can I use FMLA to supplement the hours above 40 that I am usually working? I have not applied for reasonable accommodation under ADA, as I don't want to jeopardize my employment or my role, but I know I will have to at some point.
How is it handled for a reduced work schedule for salaried exempt employees working only 40 hrs per week?
Thanks for any help.

