How can you tell if in-office work is truly an essential function of an employee’s job?

This is a preview. View original post on this site

Wait, Eric! Didn’t you blog about this yesterday?

Actually, yesterday’s post explored how you can tell if full-time work is essential to an employee’s job. But, to answer today’s question about in-office versus remote work, I’ll use the same Eleventh Circuit decision I addressed yesterday.

We have an employee on the evening shift diagnosed with a disability. They take FMLA leave, after which the employee requests (and the company approves) a temporary accommodation allowing them to work part-time and partly from home for several months. After extending the accommodation upon request a few times, the company eventually denies it

Read Complete Article


Subscribe to Recruiting Headlines

* indicates required


»Diversity and Inclusion Job Board

»Free Rejection Email Templates

»RecTech PR Newswire

»HR Podcast Directory

»Recruiting Newsletters

»HR Tech News

»HR Freelancers

»Jobs with Relocation Assistance

»Diversity Hiring News

»Recruiter Ebooks