The Fourth Circuit ruled that an employer's decision to keep a disabled employee on unpaid leave while filling other available positions nearby violated the Americans with Disabilities Act (ADA). This matters because it highlights the importance of exploring reasonable accommodations, such as reassignment to less physically demanding roles, rather than indefinite unpaid leave. Employers should ensure they consider all viable options and communicate effectively with employees regarding potential job openings.
Read the full article at The Employer Handbook Blog
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