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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- What are the notice requirements when moving someone from exempt to nonexempt?
- 4 ways to get your next job
- Best way to thwart discrimination lawsuits: Have manager who hired also handle the firing
- How many interviews are too many?