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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
