[blindlaw] FMLA and Blind Rehab

[Craig Borne]

Has anyone encountered this situation:
Employee is blind and has been for the past 10 years.  Employee
functions very well in work place.  Employee has been a white cane user
for those 10 years, but now would like to use a guide dog.
Guide dog programs are typically about 28 days for first time
participants.  Office HR believes that employee will need to take "leave
without pay" for the 28 day period because guide dog training is not
"medically necessary."
Any thoughts on how a preference in mobility aids would have this
scenario fall under FMLA?
Thank you,
Craig

Craig Borne, Esq.
Manager, ADA and Title VI Compliance 
Office of ADA, Regulations, Risk Management, and Special Projects
(OARRS)
 
Maryland Department of Transportation
7201 Corporate Center Drive
P.O. Box 548, M.S. 330
Hanover, MD 21076
Phone: 410-865-1378
Fax: 410-865-1113
E-Mail: cborne at mdot.state.md.us
 
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