Occasionally, an employee finds it difficult to work with particular co-workers or supervisors. Usually, that’s no big deal. But sometimes, strained interpersonal relationships cause such friction that the employee may seek medical treatment.
What should you do if the employee produces a health care professional’s diagnosis of stress, anxiety and post-traumatic stress disorder (PTSD), along with a recommendation to reassign the employee?
Do you accept that the employee is disabled and consider the reassignment as a reasonable accommodation? Or do you challenge the employee’s disability claim?
The correct answer is that you can both challenge the claimed disability and the idea that the transfer is a reasonable accommodation. That way, you cover all bases.
Recent case: Laura Frantz worked as a registered nurse at a Department of Veterans Affairs hospital. She was classified as an associate chief nurse and supervised 140 emplo...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Challenging an OSHA citation? Don't miss 15-day deadline
- GOP may try blocking Obama NLRB nominees
- Before starting ADA accommodations process, ask basic question: Is this employee disabled?
- How do we accommodate an employee's obvious disability tactfully and legally?