Though the letter is not law, it may open the door for parents to more easily and effectively participate in IEP meetings. How to talk to your employer about taking family medical leave time for IEP meetings.
, is cautiously optimistic because “with ADHD and these areas of the FMLA and IEPs, there are a lot of gray and fuzzy areas,” she says, especially if a child does not have a formal diagnosis or an impairment severe enough to merit an IEP. “Our institutions skew toward the medical viewpoint: find the problem, diagnose it, medicate it. It seems no different here.”
To combat this ambiguity and head off potential problems, Ortega recommends that parents document their child’s diagnosis, services, and anticipated meetings with their employers.
Skolnick suggests that employers keep in mind the big picture. “If you don’t let parents go to their IEP or 504 meetings, especially at the beginning of the year, you’re just going to have more times the parents will be calling in sick or missing work in order to pick up their kids from school,” she says.
“504 Plans, while typically designed for children who do not have an otherwise difficult time integrating into the classroom, still need to have parent advocates active in fleshing out the learning differences,” Skolnick says. “Cutting out the parents by making it a challenge to attend a meeting is like taking away an interpreter for a deaf person. Parents provide the language and experience and prism through which a child must be seen.
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