Disability isn’t ‘get out of jail free’ card–it must be revealed before discipline — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Disability isn’t ‘get out of jail free’ card–it must be revealed before discipline

Get PDF file

by on
in Firing,Human Resources

Some workers who learn they’re about to be disciplined or even fired for poor behavior may try to use an alleged disability as an excuse.

But if they never revealed before that they have a disability, it’s too late to try that tactic on the eve of being punushed.

Recent case: Chris, who is white, worked as a supervisor at UPS. During a trash-talking conversation with three black co-workers—all supervisors—Chris made comments that were deemed racist.

Here’s what allegedly happened: One of the black supervisors commented about another employee by saying he hoped the employee would “take a swing at me and I would knock that mother*****r out.”

Chris then allegedly said, “If he ever hit me, I would hit him back so hard it’d knock the black off him.”

When told his comment was grounds for discharge, Chris said he had made a mistake and hadn’t meant to say anything that could be construed as racist.

He then claimed that he had a disability and that he had taken medication that contributed to his misbehavior. He asked UPS to give him a second chance as a reasonable accommodation for his alleged disability. UPS refused and fired him for breaking its rules against harassing behavior.

Chris sued, alleging failure to accommodate his disability.

But the court tossed out his claim, explaining that there is no right to a second-chance reasonable accommodation if the employee didn’t identify the disability or request accommodations before facing imminent discipline. (Schaffhauser v. United Parcel Service, No. 14-1279, 8th Cir., 2015)

Leave a Comment

Previous post:

Next post: