Employees who take their full 12 weeks of
In fact, if an employee who can’t yet return to work asks for a reasonable accommodation—such as additional time off or a reduced schedule until she is ready for full-time work—you should consider the request. That means beginning the interactive accommodations process.
Plus, if the employee does ask for an accommodation when she can’t come back full time yet, that request is a protected action. Employers can’t retaliate against employees who ask for accommodations they believe they are entitled to. That’s true even if it turns out that the employee isn’t disabled under the ADA.
Recent case: Shashi Pandey worked as a social worker for a company that runs several dialysis clinics in Minnesota.
Pandey is from India and claims to have suffered from...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Government program gives Jamba Juice a hiring edge
- Get ahead of legislation: 8 steps to building a strong anti-bullying policy
- State bar expands nondiscrimination rule
- Exception to the rule: You can ask different questions to internal and external applicants