Don’t think it’s the end of the story once you have offered an ADA accommodation to a disabled employee and put it in place. Disabilities change, equipment fails and technology improves, making the accommodations process a continual one.
Here’s what you risk if you make an accommodation and walk away without ensuring the accommodation actually works or determining whether it could be better: The employee may quit in disgust and sue. Then a jury might find that you acted callously and illegally. And that can result in a large pain-and-suffering award, as happened in the following case.
Recent case: Rosalyn Olian worked for the Chicago Board of Education as a counselor. Back in the 1960s, Olian developed lymphoma and underwent aggressive radiation therapy that saved her life, but left her with impairments. Olian may have been cancer-free, but she had a great deal of trouble breathing and speaking because of the radiation d...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- New rule bans discrimination against contractors' LGBT employees
- Can you sue for harassment if no one actually harasses you? 5th Circuit opens the door a crack
- What are our obligations to prevent employees from accessing Internet porn at work?
- No job protection for urging criminal report