Feldblum is a sitting EEOC Commissioner.

But when it comes to employer compliance with the ADA, we found much to agree on during this session. Feldblum pooh-poohed the idea that lower employee morale should be a factor in the undue hardship analysis.

Finally, I asked Cmmr. As you may recall, there were rumblings EEOC would issue this guidance several years ago. BNA article above reproduced with permission from Daily Labor Report, 64 DLR A-4 March 3, Copyright by The Bureau of National Affairs, Inc.

Jeff, this is great to see.

I have used your recommendations to create an analysis template anytime we look at denying additional leave as an accommodation. Thanks for your pearls of wisdom!!

Is telecommuting a reasonable accommodation, or is it not? | Employment & Labor Insider

Communicate during FMLA leave…after FMLA leave ends…and at all times before and in between! Eeoc reasonable accommodation work from home reminded employers that supervisors can create ADA liability because they often deal directly with the employee first when it comes to accommodation requests.

You need york stock brokerage read between the lines calforex chinook mall hours As we know, the ADA requires an employer to provide a reasonable accommodation to a qualified individual with a disability unless the accommodation causes an undue hardship on the employer.

When it comes to leave, employers generally conduct the undue hardship analysis only after the employee has exhausted FMLA leave and is requesting additional leave as an accommodation. In my opinion, her comments are consistent with the spirit of the Enforcement Guidance, too. Feldblum confirmed that the several factors I identify below can help employers determine whether the requested leave of absence poses an undue burden.

Anyone up for a letter-writing campaign?

Americans with Disabilities and Reasonable Accommodation in Employment | Boardman & Clark

Tweet Like Email LinkedIn Google Plus. Lisa, That sounds like a great idea!

How long have you had the template in place? Jeff Nowak is co-chair of the labor and employment practice at Franczek Radelet, where he represents employers in all aspects of employment law.

Return-to-Work Programs

His clients praise him as a trusted business partner who is acutely aware of their business goals and the impact employment decisions have on their operations.

He is a nationally-recognized leader in the FMLA and ADA, and his passion for the FMLA shows through on this blog. FMLA Insights Franczek Radelet P. Wacker Drive, Suite