Under the ADA and the Minnesota Human Rights Act (MHRA), disabled workers are entitled to reasonable accommodations. Deciding what’s reasonable requires an interactive process in which both employer and employee discuss options that allow the employee to perform essential job functions. The employer then can choose which accommodation it prefers.
If no option is reasonable, it’s legal to terminate the employee.
Often, the employee offers the first suggested accommodation. Employers that simply reject that suggestion and don’t offer some other solution (or at least discuss the possibility of other options) may find themselves on the receiving end of a lawsuit alleging they failed to engage in the interactive process. Don’t let that happen!
Always meet with the employee to discuss accommodation options after researching the possibilities.
Recent case: Kimberly worked for the Benton County Sheriff’s Office as a sergeant a...(register to read more)