Under the ADA, employees who claim to be disabled must show that their condition substantially impairs a major life function. Minnesota has its own version of the law. It requires that employees show their condition materially impairs a major life function.
That’s a lower standard, but still a tough one for employees to prove. And that’s good news for employers trying to determine if an employee is disabled and entitled to reasonable accommodations.
Recent case: Sean Coddens worked in the IT department at SuperValu, developing online instructional tools to train other SuperValu employees. When the IT work group was relocated to another area in the office, Coddens asked to remain behind in order to work in peace and quiet.
His request was turned down, although his supervisor did tell him he could reserve a conference room when needed or could sometimes work from home if he really had trouble concentrating. His request f...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Retailer Wet Seal settles race bias suit for $7.5 million
- Combat co-worker harassment with effective policy, prompt action
- Consider consulting an attorney before stating why you terminated an employee
- Harassment victim doesn't have to complain right away