With greater frequency, employers are faced with employees blaming their
misconduct on a disability and wanting it to be forgiven as a reason
able
accommodation. Poor attendance, emotional outbursts, insubordinatio
n, even
stealing and threats of harm are the subject of court rulings holdi
ng that
employers must accommodate and not discipline guilty employees. Th
is
presentation will show you where to draw the line. When must you
accommodate misconduct and when may you hold an employee accountable?
Who qualifies as disabled, and where are the limits of reasonable
accommodation?
Key Takeaways:
With greater frequency, employers are faced with employees blaming their misconduct on a disability and wanting it to be forgiven as a reasonable accommodation. Poor attendance, emotional outbursts, insubordination, even stealing and threats of harmare the subject of court rulings holding that employers must accommodate and not discipline guilty employees. This presentation will show you where to draw the line. When must you accommodate misconduct and when may you hold an employee accountable? Who qualifies as disabled, and where are the limits of reasonable accommodation?Key Takeaways:
1. Know what misconduct you can safely discipline.
2. Know what misconduct you must accommodate.
3. Know how to draft policies to make it easier to discipline misconduct.
misconduct on a disability and wanting it to be forgiven as a reason
able
accommodation. Poor attendance, emotional outbursts, insubordinatio
n, even
stealing and threats of harm are the subject of court rulings holdi
ng that
employers must accommodate and not discipline guilty employees. Th
is
presentation will show you where to draw the line. When must you
accommodate misconduct and when may you hold an employee accountable?
Who qualifies as disabled, and where are the limits of reasonable
accommodation?
Key Takeaways:
1. Know what misconduct you can safely discipline.
1. Know what misconduct you can safely discipline.With greater frequency, employers are faced with employees blaming their
misconduct on a disability and wanting it to be forgiven as a reason
able
accommodation. Poor attendance, emotional outbursts, insubordinatio
n, even
stealing and threats of harm are the subject of court rulings holdi
ng that
employers must accommodate and not discipline guilty employees. Th
is
presentation will show you where to draw the line. When must you
accommodate misconduct and when may you hold an employee accountable?
Who qualifies as disabled, and where are the limits of reasonable
accommodation?
Key Takeaways:
1. Know what misconduct you can safely discipline.
_1583984148853.png)