Supervisors who ignore an employee’s initial oral request for a reasonable accommodation risk exposing their employer to liability if the employee quits and sues.
That’s because the ADA and the Rehabilitation Act both require employers to engage in an interactive accommodations process in which both employee and employer seek ways to help the disabled worker stay employed and productive.
Never dismiss such a request out of hand.
Recent case: Mary was over age 81 when she retired from her job with the federal Office of Personnel(OPM), where she worked for almost three decades.
As she aged, she took several lengthyleaves for two medical conditions. First, she was out with shingles.
Then she had surgery for breast cancer, followed by chemotherapy and regular monitoring. During that time, her supervisor commented several times about Mary’s possible retirement.
Mary eventually did retire—and then sued, alleging ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Ensure taking leave is employee's choice
- More courts lose patience with frivolous claims; they're asking failed litigants to pay up
- How seriously should we take allegations of female-on-male sexual harassment?
- Survive a PHRC probe only with precise documentation