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Carol Brown’s case is not precedential, but it raises many of the disability discrimination issues federal employees commonly raise.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?
In a recent decision, the Equal Employment Opportunity Commission affirmed an Administrative Judge’s decision finding the Department of Defense liable for illegal disability discrimination.