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Folks, I’ve lost track of the number of disability accommodation requests on which I’ve counseled human resources concerning employee requests to work full-time from home. So, when I came across a recent decision from the United States Court of Appeals for the District of Columbia Circuit involving a failure-to-accommodate claim where the employer insisted on a 100% telework accommodation, I read with interest, as we lawyers like to say.
The plaintiff was a “career” employee, having worked for the same employer since 1997. The defendant knew that the plaintiff suffered from severe allergies and had provided him with a