‘Job Restructuring’ as a Reasonable Accommodation in Federal Employment

In the first of two articles on job restructuring as a reasonable accommodation, the author explores how managers ascertain what an employee’s essential functions of his or her job position are, how to restructure a job position to accommodate an employee, and explores some cases that shed light on how the EEOC and federal courts look at these issues.

The Adjudication of Attendance

Out of office written on a card at the desk

The author says that it is a well established fact that managers have the right to establish standards for requiring employee attendance at work. He notes, however, that failure to enforce attendance requirements can result in further attendance problems and lower morale among employees. He says that supervisors should never be afraid to initiate the appropriate action when warranted and cites some cases as precedent for enforcing consistent attendance in the federal workplace.

The Myth of Consistency

Should two employees with different work histories, attitudes, and behaviors receive the same discipline for the same offense? While this may seem like a simple question, the author highlights a scenario that makes it more complicated and explains why federal managers should not always apply consistent discipline.