by Sandro Polledri, Esq., Genova, Burns & Vernoia
Many employees have some type of medical condition or disability that affects their ability to perform their jobs. Employers need to understand their obligations to disabled employees and the rights granted to disabled employees under New Jersey law.
A decision recently handed down by the New Jersey Supreme Court clarifies exactly what obligation employers have to accommodate disabled employees under the New Jersey Law Against Discrimination (LAD).
The bottom line: You don’t have to create permanent light-duty positions to accommodate disabled employees who can’t return to their original jobs. (Raspa v. Office of the Sheriff of the County of Gloucester, Supreme Court of New Jersey, 2007)
More than two years of light duty
Michael Raspa was a corrections officer diagnosed with Graves’ disease. As a result of his illness, Raspa developed an incurable eye condition causing...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Independent contractors may charge harassment under NJLAD
- Can we refuse to consider rehiring a job applicant who we previously terminated?
- Holiday premium isn't the basis for overtime calculation
- Don't ask DOL -- Employers expect only general guidance on overtime pay