by Cortney Shegerian
Originally published: July 20, 2016
The Equal Employment Opportunity Commission recently issued the “Employer-Provided Leave and the Americans with Disabilities Act” guidance to help employers know when leaves of absences are considered reasonable accommodations for disabled employees.
The EEOC advises employers to consider leaves of absences as reasonable accommodations that must be granted unless they impose undue hardship to the business. However, determining whether a leave of absence is a reasonable accommodation or an undue hardship can be difficult for employers. Luckily, the recently issued guidance offers more information on how employers can decide whether or not to grant the disabled worker’s request.
When an employee gives an approximate date to return to work, the employer should look at each case individually to determine whether or not it is feasible for the employee to be gone without causing an undue hardship. If the date changes for some reason, maybe because the employee takes longer than expected to recover from a medical procedure, then the employer is allowed to reconsider.