Say a well-meaning manager wants to do the right thing for a disabled worker and winds up offering an accommodation that goes above and beyond what the ADA requires. Then, when management changes, a different manager decides the arrangement is no longer feasible. Is the company bound by law to continue providing that accommodation?
That question was at the heart of Boyle v. the City of Pell. Here’s what happened:
A written agreement
Paul Boyle had been a heavy equipment operator for the City of Pell Street Department when he suffered an on-the-job injury that left him disabled