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)
- Craft rif to avoid appearance of bias
- Job Descriptions and the ADA: Are Those 'Essential Functions' Really Essential?
- No need to get employees' OK before misconduct investigations
- Rule No. 1 for evaluations: The employer—not the employee—sets the standards
- A few brief incidents can create 'pervasive' harassment