This is a preview. View original post on this site
You’re not a doctor.
(Unless you’re a doctor.)
So don’t act like one when deciding which of your employees may be a direct threat to others at work.
(Unless you like defending Americans with Disabilities Act claims).
Here’s an example.
Last week, the U.S. Equal Employment Opportunity Commission announced (here) that an employer agreed to pay $100,000 to a former general manager and furnish other relief to settle a disability discrimination lawsuit.
In the lawsuit, the EEOC alleged that the general manager told his direct supervisor that he needed time off to treat in the hospital for depression. Two
