Employers and disabled employees both have an obligation to act like adults when coming up with possible reasonable accommodations. Each side has to listen to the other and consider different viewpoints and potential accommodations. Neither party should walk away in a huff. Be smart: Carefully track the accommodations process.
- If tight economy forces cost-cutting, avoid these 4 RIF pitfalls
- Tell managers: Don't retaliate against those who complain
- Independent inquiry saves the day on supervisor harassment
- Document why termination was justified when employee can't handle promotion duties
- J.C. Penney to pay $50,000 to end race discrimination case