Q. We're afraid that a previously injured worker returned from medical leave too early. Can we require him to take additional leave if it's obvious that the injury is still hurting his job performance? —M.D., Wyoming
A. It's typically a bad idea to “require” that an employee take medical leave. Remember: Under the ADA, you should offer reasonable accommodations, not force them upon employees. If the worker's condition is obvious, offer an appropriate reasonable accommodation, such as additional time off or light-duty work.
But if the employee turns it down, or if no reasonable accommodation exists, you can follow through with, which may include termination. Plus, if the employee's condition risks substantial harm to himself or others that you can't address with reasonable accommodation, you're on safe legal ground to terminate him.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/599/offer-accommodation-but-dont-mandate-extra-leave "
- If you ignore legal notice, you lose
- Free handout: The 9 discrimination flashpoints your managers must avoid
- Bosses, staff atwitter about social networking sites
- Review anti-discrimination practices to make sure they cover contract employees, too
- NLRB issues guidelines for investigating union 'Salting' claims