It’s one thing to grant a reasonable accommodation request. It’s another thing entirely to make the accommodation happen.
Once you have approved an accommodation, someone from HR must ensure the decision is implemented.
Recent case: When Annmarie Rooney, who managed a shoe store, became pregnant, she told her regional manager. After that, she claimed, the company made it impossible for her to work.
Rooney had a high-risk pregnancy, and doctors told her she should not work more than 40 hours per week. Rooney explained this to the regional manager and asked for a reasonable accommodation.
The manager told her that as store manager, she was free to hire additional staff. Rooney never did so. Instead, she kept working, sometimes a few hours extra per week. Then she went out on—and never returned.
Instead, she sued, alleging that she had not been accommodated and had been discriminated against.
She argued that although the company had approved her accommodation and told her to essentially deal with getting extra help herself, she didn’t have money in her budget to hire anyone.
The court agreed that an employer can’t grant an accommodation and then effectively block its implementation with things like delays or budget constraints. However, Rooney never provided any budget specifics to prove she couldn’t get help. That sank her case. (Rooney v. Brown Group, No. 08-CV-484, ED NY, 2011)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/14629/granting-reasonable-accommodation-isnt-enough-you-must-make-sure-it-actually-happens "
- Caution! Sometimes arbitration costs employers more, not less
- Steelworkers drop discipline against Goodyear strikebreakers
- USERRA protects those who left military years ago, too
- Supreme Court Rules on the Admissibility of 'Me Too' Testimony in Discrimination Cases
- Now what? Employee won't OK arbitration