Just because an employee takesto deal with a serious health condition doesn’t mean he’s disabled under the ADA—and therefore entitled to reasonable accommodations when he returns to work.
Employers must consider each employee’s situation individually. Only workers with physical or mental impairments that substantially limit one or more major life activities generally qualify for ADA accommodations.
Advice: Before jumping to the conclusion that a returning employee is entitled to whatever accommodation he requests, ask yourself whether he is, in fact, disabled. What counts is his condition at the time he requests the accommodation.
Look at a range of life activities like working, breathing, walking, thinking, sleeping and socializing. Then try to determine whether the claimed problems are outside the wide range of “normal” for most people in the general population.
Recent case: John Bialko worked as a forklift...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Landmark Same-Sex Ruling May Affect Your Benefits Plan
- When union tensions boil, make sure managers keep cool when tempted to make accusations
- OSHA cites Cincy painting firm for lead safety violations
- How should we handle nonexempt pay for overnight, off-site meeting trips?