At My Dr’s Note, we recognize the challenge of having your ADA certification completed by a medical provider. If you are among the estimated 100 million Americans without a primary care physician the challenge can seem overwhelming.

We’re here to help you get the FMLA, short term disability, or ADA certification you need with the support of Board Certified physicians at HealthSource Medical Associates. Our service makes it easy for you to connect with trusted healthcare professionals who can quickly and accurately evaluate your situation and provide the necessary documentation for your medical leave. We understand that dealing with health issues can be stressful, so we make sure the certification process is as smooth and straightforward as possible, allowing you to focus recovery. We’re committed to supporting you every step of the way!

For even more detailed information and resources for medical leave please check our affiliate website at myFMLA.com.

WHAT IS ADA?

ADA stands for The Americans with Disabilities Act (ADA), which is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life — including jobs, schools, transportation, and public and private spaces open to the general public.:

Who Qualifies Under the ADA?

The ADA defines a person with a disability as someone who:

• Has a physical or mental impairment that substantially limits one or more major life activities
• Has a record of such an impairment
• Is regarded as having such an impairment
• This includes (but is not limited to) individuals with:
  • Visual impairments or blindness
  • Hearing impairments or deafness
  • Mobility impairments (e.g., those using wheelchairs)
  • Cognitive disabilities (such as autism or dyslexia)
  • Chronic illnesses or mental health conditions that impact daily life

The ADA ensures that these individuals have the same rights and opportunities as everyone else, especially in environments open to the public or operated by employers.

What is the Difference between FMLA and ADA?

The FMLA (Family and Medical Leave Act) and the ADA (Americans with Disabilities Act) are both U.S. federal laws that protect workers with health conditions — but they serve different purposes and offer different types of protections.

Here’s a breakdown of their key differences:

1. Purpose

• ADA (Americans with Disabilities Act)
  Protects individuals with disabilities from discrimination and ensures they receive reasonable accommodations to perform their job.
• FMLA (Family and Medical Leave Act)
  Provides job-protected, unpaid leave for eligible employees dealing with serious health conditions or family caregiving needs.

2. Type of Protection

3. Who Is Eligible?

ADA:

• Applies to employers with 15 or more employees
• The employee must:
  • Have a disability as defined by the ADA (a physical or mental impairment that substantially limits major life activities)
  • Be qualified to perform the job, with or without accommodation

FMLA:

• Applies to employers with 50 or more employees within 75 miles
• The employee must:
  • Have worked for the employer for at least 12 months
  • Have logged at least 1,250 hours in the past 12 months
  • Need leave for:
    • A serious health condition (personal or family)
    • Birth/adoption of a child
    • Military caregiver leave

4. Duration of Protection

• ADA: No set time limit — accommodations are ongoing as long as they are reasonable and the employee remains qualified.
• FMLA: Limited to 12 weeks per 12-month period (26 weeks for military caregiver leave).

5. Paid vs. Unpaid

• ADA: Does not require paid leave, but may allow for unpaid leave as a reasonable accommodation if no other accommodation works.
• FMLA: Leave is unpaid, though employees may use vacation, sick time, or PTO during the leave if allowed.

6. Can They Work Together?

Yes. In many cases, ADA and FMLA may overlap:

Example:

• An employee with cancer may take FMLA leave for treatment and recovery.
• After the 12 weeks of leave are exhausted, they might request a reduced schedule or modified duties under the ADA as a reasonable accommodation.

Quick Summary Table

ADA Certification for Individuals via Telemedicine: How It Works

Consultation with a Licensed Provider

• • First step is to book a 15 minute video visit with one of our licensed physician 
  • The provider will evaluate whether you meet ADA’s definition of having a disability that substantially limits one or more major life activities.

 The Second Step will be to Complete the INTAKE FORM:

• • Once you book the appointment an intake form will be sent to your email
  • You will need to provide details of your symptoms, medical history, and how the disability affects major life activities.
  • This is often used to determine eligibility before moving forward.

Documentation Issued:

• • If the provider determines the individual qualifies, they will issue a formal letter of diagnosis or accommodation, often referred to as:
  • A disability certification letter 
  • A reasonable accommodation request
  • A medical necessity letter
  • Some employers may have specific ADA forms the physician will complete

Ongoing or Updated Evaluations

• • • • Some accommodations may require periodic updates, especially for temporary or evolving conditions.
      • Our platform offers renewal services or follow-up evaluations.

Is It Legally Recognized?

Yes — if the documentation is provided by a licensed healthcare professional, it is legally valid under the ADA for the purposes of requesting accommodations.