When an employee has a disability affecting performance, what is the typical approach before termination?

When an employee has a disability affecting performance, what is the typical approach before termination?

• A. Immediate termination
• B. Accommodate to undue hardship and encourage treatment; terminate if fails to seek treatment after opportunities
• C. Transfer to another position
• D. Ignore the issue

Answer: (B)

The main idea is to handle disability-related performance issues through accommodation and support, not by rushing to termination. The typical approach is to explore reasonable adjustments that enable the employee to perform their essential duties, up to the point of undue hardship for the employer. This includes modifying duties or scheduling, providing equipment or aids, offering leave for treatment, and taking steps to help the employee access medical care. Encouraging the employee to pursue treatment is also part of this process, since improving the condition can restore or improve performance. Termination becomes appropriate only if the person does not engage with the offered accommodation or treatment opportunities, and the employer cannot reasonably accommodate the disability without undue hardship. In some cases, transferring to a different role can be part of accommodation if it fits the worker’s abilities and does not cause undue hardship. Ignoring the issue clearly isn’t consistent with legal duties, and immediate termination without exploring accommodation would circumvent those obligations.

The main idea is to handle disability-related performance issues through accommodation and support, not by rushing to termination. The typical approach is to explore reasonable adjustments that enable the employee to perform their essential duties, up to the point of undue hardship for the employer. This includes modifying duties or scheduling, providing equipment or aids, offering leave for treatment, and taking steps to help the employee access medical care. Encouraging the employee to pursue treatment is also part of this process, since improving the condition can restore or improve performance.

Termination becomes appropriate only if the person does not engage with the offered accommodation or treatment opportunities, and the employer cannot reasonably accommodate the disability without undue hardship. In some cases, transferring to a different role can be part of accommodation if it fits the worker’s abilities and does not cause undue hardship.

Ignoring the issue clearly isn’t consistent with legal duties, and immediate termination without exploring accommodation would circumvent those obligations.