While employers do not have a duty under the ADA "to refrain from restoring all of an employee's essential duties," employers still must evaluate any requests for new or continued accommodation. (Photo: Diego M. Radzinschi/ALM)
As the pandemic lingers on, employers are facing challenges as they bring employees back to the workplace. Some employees may not want to return because they fear contracting the virus in the workplace. Others may have concerns about returning to the office because they have a disability that increases the risk of severe illness if they contract COVID-19. Yet, others may simply prefer working from home for purely personal reasons unrelated to COVID-19. Employers have a difficult task in evaluating when they are obligated under the Americans with Disabilities Act (ADA) to allow employees to continue to working remotely.
Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.
Your access to unlimited BenefitsPRO content isn’t changing.
Once you are an ALM digital member, you’ll receive:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
