January 03, 2017 Matthew Levitt, TASB HR Services
When an employee is injured on the job, district staff must consider the requirements of the Americans with Disability Act, especially when the employee is released to return to work. If an employee has reached maximum medical improvement or is released to return to work with restrictions, the district must consider whether there is an obligation to provide a reasonable accommodation.
The Americans with Disabilities Act (ADA) requires employers to provide a reasonable accommodation for a qualified employee with a disability. A qualified employee with a disability means an employee who meets the minimum qualifications of the position and is able to perform the essential functions of the job, with or without a reasonable accommodation.
Handling a request from an employee for a workplace accommodation is an important issue that must be handled correctly by all district staff.
Below are some guidelines and reminders to help ensure legal and effective management of ADA accommodations:
Tagged: ADA, "leave benefits"