While employers have an obligation to offer reasonable accommodations to help employees who are disabled, it doesn’t follow that disabled employees can keep their jobs if they simply can’t get work done.
But termination often causes a disability discrimination lawsuit. Be prepared to show exactly how poor the employee’s performance really was.
Recent case: Anatol Kivman worked for UPS as a senior programming analyst in thedepartment. It was a tough job that required concentration. Kivman suffers from poorly controlled type 2 diabetes and a neurological disorder that affects his ability to concentrate and think. When his supervisors complained about his work, Kivman frequently blamed his illness.
UPS fired him forand he sued, alleging the real reason was discrimination against the disabled.
But UPS showed the court that Kivman’s programming work contained many serious errors and that he had difficulty following directions, remembering assignments, working independently and meeting deadlines.
The court ruled for UPS. While Kivman was disabled, he couldn’t show that UPS used poor performance as a pretext for firing him because of his disability. (Kivman v. UPS, No. 09-1205, DC NJ, 2010)
Final note: Kivman didn’t allege failure to accommodate his disability in his lawsuit, so the court didn’t consider that question. But, he probably would have lost that case too, since it looks as if he was unable to perform the essential functions of his job at all.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Investigation points back to employee who complained? It's OK to punish her, too
- New protections for some California transgender employees
- Wells Fargo pays to settle Minneapolis race bias suit
- Davis Vision loses NY contract; unions concerned about job cuts