Smart employers don’t leave it up to a direct supervisor to manage ADA reasonable accommodation. Instead, they work out a system that requires HR’s oversight.
Otherwise, a boss with a grudge could set up a disabled employee to fail—and set the table for a costly ADA lawsuit.
Advice: Have someone in HR work with both employees and supervisors to make sure all accommodations are implemented fairly and that any problems are quickly rectified.
Recent case: Marianne worked as one of six members of a customer service team at Momentive Specialty Chemicals. All the reps covered for one another when necessary, including during absences, vacations, workday breaks and busy periods.
Momentive’s policy specifically stated that attendance was an essential function of the job, and that employees who were tardy or missed too much work would be terminated if they didn’t improve.
When Marianne developed colitis and irritable bowel syndrome, s...(register to read more)
- OK to consider intangible qualities when choosing applicants
- ADA: Employer gets to pick reasonable accommodation
- Employees may choose just one: Either workers' comp or retaliation lawsuit
- Hired a dud? Double-Check that person's qualifications and sniff out exaggerations
- Whistle-Blower or news source? Either way, she's out of a job