An employee often makes mention of a health problem or the need to go for a doctor’s appointment. Should I treat the employee differently or make changes to the workload given the health problem?
No. You should treat this employee as you would treat anyone who is requesting time away from work for personal reasons. Unless an employee asks specifically for an adjustment to the workload, adjustment to the schedule or other terms of the position, you are not obligated to provide assistance or accommodate the employee. In fact, you should use caution in treating an employee as if there is a disability in need of an accommodation if you were not informed of a disability by the employee. Back to top Q) What does it mean if I regard someone as if they have a disability? For example, what if I think someone has dyslexia because of poor writing skills and I don’t have them write memos, or I allow another employee to come in to work an hour or so later after the standard start time because the person mentioned being depressed in the morning? A) It is advisable that you not treat an employee differently based on a perceived disability. Similarly, you should not unilaterally decide to alte
