Once you have an accommodation in place for a disabled employee, don’t suddenly take it away. If the accommodation has been working, that may spur an ADA lawsuit.
Recent case: Stephen is an Iraq War veteran who suffers from post-traumatic stress disorder. In 2011, he began working as a high school teacher with the New Caney Independent School District.
At the beginning of the school year, he told his principal about his PTSD and that enclosed spaces and loud noises worsened the symptoms. Therefore, he asked to be excused from attending school pep rallies with his students. The principal agreed that Stephen could monitor the hallways instead. This arrangement continued for about a year and a half. Stephen had no problems and was an effective teacher, an indication the accommodation was working.
In December 2012, the high school held a boisterous school-wide event resembling a pep rally. Stephen’s supervising teacher and depar...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Inability to work overtime doesn't mean worker is disabled
- Prepare to determine, when the allegations fly: Sexual harassment--or just some clueless guy?
- Reversing disciplinary decisions can spark bias lawsuit
- Unless you're a doctor, don't try medical diagnosis