Sometimes, immediate supervisors want to be helpful when a valued employee asks for disability accommodations that seem reasonable. Instead of having HR handle the ADA process, they just make the accommodations themselves. They never tell upper-level managers or HR about the situation. Crucially, they may fail to ask the employee for medical documentation. That’s a scenario for trouble down the line.
Consider this: If the company later seeks to withdraw the accommodations, wants disability proof or tries to argue that the accommodations mean the employee can’t perform the essential functions of her job, it is largely stuck.
After all, if the supervisor has allowed the accommodations and the employee is performing well, then the accommodations must be reasonable and effective, right?
Recent case: Paula Pagonakis began working for an Express store as a part-time employee. Pagonakis had been in an earlier automobile...(register to read more)
- Beware justifying hiring or promotion with criteria that don't appear in job description
- Up, down, all around: Navigating in Excel
- Considering an employee hotline, but worried about anonymous complaints
- Checking e-mail after hours: Should we pay?
- Hiring friends, family not illegal—Unless race factors in