Act fast on reasonable accommodations requests. Lengthy delays may be viewed as an outright denial of accommodations.
Recent case: Leif, a police officer, was transferred to the night shift after a disagreement with his supervisor. While on the night shift, Leif developed migraine headaches and high blood pressure. His doctor recommend working only on the day shift as a reasonable accommodation. His supervisor allegedly told others he didn’t believe Leif really needed accommodations, but did change his shift—after waiting two months.
Leif sued, alleging failure to accommodate. The court said he may have a case if he can explain how the delay harmed him. (Henry v. City of Allentown, No. 12-1380, ED PA, 2013)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Don't let your policy create an end run for disabled employees
- San Diego temp agencies settle multiple bias complaints
- Now brewing at Camden café: a sexual harassment suit
- Stay ahead of EEOC complaint calendar by documenting when employee learns he'll lose job