Yes, employers must reasonably accommodate employees with disabilities. But that doesn’t mean they have to provide a perfect workplace—or tolerate subpar performance.
Instead, make the accommodations that are reasonable. If the employee still can’t perform her job’s essential functions, you can terminate her. That’s true even if a failed accommodation contributed to her—as long as you would have terminated a nondisabled employee who made the same mistakes.
Recent case: Jessica Whitfield is blind in one eye and has cerebral palsy. She successfully worked for a state agency, and then transferred to another agency. That’s where she ran into problems.
Whitfield’s new job required a six-month probationary period. Her work involved answering phones, filing forms, preparing mailings and entering information on a computer. Before she took the job, she explained that she was a slow typist. Her new supervisor—who als...(register to read more)
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