Correctly accommodating employees with limitations under the Americans with Disabilities Act has never been simple, attorney Sid Steinberg writes. The ADA requires an extensive "interactive process" in determining if, and how, a position can be modified to allow an employee to continue in the workplace. Steinberg explores a recent 3rd Circuit decision, Turner v. Hershey Chocolate USA , in which the court emphasized the fact-sensitive nature of the accommodation process under most circumstances.
April 17, 2006 at 12:00 AM
1 minute read
The original version of this story was published on Law.Com
Correctly accommodating employees with limitations under the Americans with Disabilities Act has never been simple. The ADA requires an extensive “interactive process” in determining if, and how, a position can be modified to allow an employee to continue in the workplace.
In a recent decision, Turner v. Hershey Chocolate USA, the 3rd U.S. Circuit Court of Appeals emphasized the fact-sensitive nature of the accommodation process under most circumstances.
Presented by BigVoodoo
The premier educational and networking event for employee benefits brokers and agents.
The Legal Intelligencer honors lawyers leaving a mark on the legal community in Pennsylvania and Delaware.
Consulting Magazine recognizes leaders in technology across three categories Leadership, Client Service and Innovation.
Atlanta s John Marshall Law School is seeking to hire one or more full-time, visiting Legal WritingInstructors to teach Legal Research, Anal...
Shipman is seeking an associate to join our Labor & Employment practice in our Hartford, New Haven, or Stamford office. Candidates shou...
Evergreen Trading is a media investment firm headquartered in NYC. We help brands achieve their goals by leveraging their unwanted assets to...
MELICK & PORTER, LLP PROMOTES CONNECTICUT PARTNERS HOLLY ROGERS, STEVEN BANKS, and ALEXANDER AHRENS
