Who will assume the job duties of the terminated disabled employee?
Another critical step employers should take before terminating a disabled worker is to evaluate how the company will transfer or absorb his job duties. For example, you should determine whether his tasks will be outsourced, delegated to another employee, or divided among several employees. If the position or tasks are outsourced, you must be able to support the business reason for that decision (e.g., efficiency, cost, and specialization). However, if the tasks are delegated to another employee (i.e., employee B), you should consider what other tasks, if any, employee B already performs and whether the disabled employee could have performed those tasks as well. For example, employee B may already be performing certain filing duties and could perform the additional task of stuffing envelopes (previously done by the disabled employee). If only employee B is qualified to continue his own set of tasks, including taking over the duties of the disabled employee, then you have strong support
Related Questions
- If an employee is terminated from their employer for cause and is not being offered a job, would a letter of explanation to the employee be sufficient?
- An employee was recently terminated or quit the job. What information about COBRA or Continuation am I required to send to them?
- Does the JJEC review employee performance when they review a job description?
