Two Lessons Regarding Reasonable Accommodation from Gooden v. OPM
These are two crucial lessons about reasonable accommodation from an influential court case.
These are two crucial lessons about reasonable accommodation from an influential court case.
Telework can be a reasonable accommodation provided to federal employees. The author looks at a court decision that illustrates how it can apply.
A recent court case illustrates how an obscure law can help protect federal employees from disability discrimination.
In order to be entitled to a reasonable accommodation, you need to be a qualified disabled employee, but what does it mean to be “qualified?”
Federal employees can request different types of leave as a reasonable accommodation. These are some of the scenarios and how they can protect your job.
The federal government strives to be a model employer for disabled employees. The author says Reasonable Accommodation is one area where it excels.
In the second of two series of articles on job restructuring as a reasonable accommodation, the author explores how job restructuring could affect other employees besides the disabled person being accommodated, and examines the limitations on the burden that an agency may place on other employees.
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.
Carol Brown’s case is not precedential, but it raises many of the disability discrimination issues federal employees commonly raise.
The Americans with Disabilities Act requires an agency to reasonably accommodate the known physical or mental limitations of a qualified employee with a disability. But how does this factor into an employee’s attendance at work?