Does a manager have to provide a reasonable accommodation to an employee with a disability who violated a conduct rule that is job-related and consistent with business necessity?
An employer must make reasonable accommodation to enable an otherwise qualified employee with a disability to meet such a conduct standard in the future barring undue hardship, except where the punishment for the violation is termination. Since reasonable accommodation is always prospective, an employer is not required to excuse past misconduct even if it is the result of the individual’s disability.
Related Questions
- Does a manager have to provide a reasonable accommodation to an employee with a disability who violated a conduct rule that is job-related and consistent with business necessity?
- Must an employer allow an employee with a disability to work a modified or part-time schedule as a reasonable accommodation?
- Is it a reasonable accommodation to modify a workplace policy because of an employee disability?
