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.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Advance® Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]