When a disabled employee needs reasonable accommodations, he has to tell his employer. Then the employer and employee must engage in an interactive process to see what accommodations are possible. Courts want to see sincere effort from both.
That’s why you should track the accommodations process—especially your accommodations suggestions and the employee’s reaction to them.
Recent case: James Moore worked as a bounty hunter until he injured his back while on the job. He told his employer his days as bounty hunter were over and asked for other possible positions that suited his medical limits. The employer offered three different jobs. Moore rejected each and sued, alleging failure to accommodate.
The case was tossed out because Moore was the one who withdrew from the accommodations process, not the employer. (Moore v. California Surety Investigations, No. D055253, Court of Appeal of California, 2011)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- As economy rebounds, unions feed off 'I want my slice!' gripes
- Can we require male employees to keep their hair cut short?
- Push for contraceptive coverage gets shove from federal court
- Complaining about co-worker's harassment may be protected