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
- Worker doesn't have to be minority to complain about racial harassment
- Oral settlement agreement may be binding even if the specifics are unclear
- Let that e-mail 'ping' work for you
- Forcing retirement at age 65 lands AFCO in legal hot water