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recent federal appellate court decision reminds employers of the need to communicate openly with employees about disability accommodations.
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n this case, an employee with a serious knee injury repeatedly asked for a reduced schedule, supported by a doctor’s note recommending shorter workdays, to manage pain and swelling. Even with a doctor’s note recommending part-time hours (six hours a day, five days a week), the employer didn’t adjust the schedule or explore alternative solutions. Instead, the employee was assigned long shifts that exceeded the employee’s physic
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l limitations. After surgery and a medical leave, the employee was cleared to return to