Sometimes, the only reasonable accommodation is one where the employee doesn’t work.

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Yesterday, we talked about how workplace accommodations that enable an employee to remain at work (and get paid) are generally better than ones that require time off, like an unpaid leave of absence.

But sometimes, there’s only one option.

Consider this recent Fourth Circuit decision. The plaintiff drove a big truck for the defendant. At some point during his employment, he got hurt and requested a smaller truck with a softer suspension or another position altogether.

The Americans with Disabilities prohibits an employer from discriminating against an employee with a disability if the employee can perform the essential functions

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