Workplace Accommodations
Student’s Name:
Institution’s Name:
Question One
In this case Dr. Drew is under obligation to study the ADA to understand why and when a leave of absence should be considered appropriate in workplace accommodation. He should do a research to know exactly how long such a leave should last and the implications of denying Charlie the leave. Dr. Drew ought to know if the request for a leave of absence is reasonable or effective before he decides to terminate Charlie employment contract. Employers are facing challenges tying to comply with the complex ADA and at times they are not sure about their obligations (Walsh, 2013).
If Dr. Drew fails to handle request for a leave of absence by Charlie appropriately, …show more content…
Question 2
The ADA-issues implicated by this fact pattern is accommodating employees suffering from diabetes. Although the act does not list disorders that are regarded as disabilities, it defines disability as either a mental or a physical impairment which limits major life activities substantially. EEOC regulations, 2011 classified diabetes as a disability because by its nature, it limits an individual’s life activities substantially (Walsh, 2013).
Robert has been diagnosed with diabetes and Texas Tree Trimming is aware of this fact. Robert is entitled to accommodations by Texas Tree to enable him perform his job. The company should provide for administration of insulin medications for Robert, proper containers for disposing needles as well as syringes, give Robert breaks for taking food as need arises, modify policies in relation to food consumption and storage, provide the necessary foods during company sponsored events and programs and an area for testing levels of blood sugar (Feuerstein, …show more content…
Such as decision would however expose the company to ADA-related risks associated with terminating an employee’s employment under these circumstances. Employers are under the obligation to accommodate employees who are not completely healed at the end of their leave. In this case Laverne was diagnosed with cancer which is a disability under the ADA because it substantially limits her ability to perform duties in the company (Walsh, 2013). ADA prevents employers from terminating employment contracts of employees with disabilities and who have exhausted their personal and medical leave. ADA recommends that employers should consider worksite accommodation before firing such
Student’s Name:
Institution’s Name:
Question One
In this case Dr. Drew is under obligation to study the ADA to understand why and when a leave of absence should be considered appropriate in workplace accommodation. He should do a research to know exactly how long such a leave should last and the implications of denying Charlie the leave. Dr. Drew ought to know if the request for a leave of absence is reasonable or effective before he decides to terminate Charlie employment contract. Employers are facing challenges tying to comply with the complex ADA and at times they are not sure about their obligations (Walsh, 2013).
If Dr. Drew fails to handle request for a leave of absence by Charlie appropriately, …show more content…
Question 2
The ADA-issues implicated by this fact pattern is accommodating employees suffering from diabetes. Although the act does not list disorders that are regarded as disabilities, it defines disability as either a mental or a physical impairment which limits major life activities substantially. EEOC regulations, 2011 classified diabetes as a disability because by its nature, it limits an individual’s life activities substantially (Walsh, 2013).
Robert has been diagnosed with diabetes and Texas Tree Trimming is aware of this fact. Robert is entitled to accommodations by Texas Tree to enable him perform his job. The company should provide for administration of insulin medications for Robert, proper containers for disposing needles as well as syringes, give Robert breaks for taking food as need arises, modify policies in relation to food consumption and storage, provide the necessary foods during company sponsored events and programs and an area for testing levels of blood sugar (Feuerstein, …show more content…
Such as decision would however expose the company to ADA-related risks associated with terminating an employee’s employment under these circumstances. Employers are under the obligation to accommodate employees who are not completely healed at the end of their leave. In this case Laverne was diagnosed with cancer which is a disability under the ADA because it substantially limits her ability to perform duties in the company (Walsh, 2013). ADA prevents employers from terminating employment contracts of employees with disabilities and who have exhausted their personal and medical leave. ADA recommends that employers should consider worksite accommodation before firing such