A Quick Note on the ADA and Reasonable Accommodation

by Michael Haberman on August 28, 2012 · 3 comments

The intersection of three major laws dealing with employee health provides us with some difficult situations when having to make decisions between the Americans with Disabilities Act (ADA), the Family and Medical Leave Act and Workers’ Comp. I was reminded of this when I heard a presentation by some attorneys from GreenbergTraurig in Atlanta. It is a pretty hairy intersection and reminds me of some of the video you see of a busy traffic in India. (See the video below if you don’t know what I mean.)

The discussion was about light duty and how it works under the three laws. Light duty is encouraged under Workers’ Comp law; it has to be voluntary under FMLA and cannot be counted against FMLA time; and under the ADA an employer is not required to either “bump” incumbent employees or to create a job as a reasonable accommodation.

Important Point

That last point is an important one. Anyone who has had to deal with the ADA knows that there is the requirement that we engage in an interactive discussion about making “reasonable accommodation” to an employee with a disability. Fortunately for employers there is nothing in the law that requires employers to create a job. It does not meet the standard for “reasonable.”

Attorney Eric B. Meyer, writing in his blog post, Fact or Fiction: The ADA requires creating a new job for a disabled employee, quoted a decision of a federal appellate court, which said: “The ADA does not require an employer to create a new position or to eliminate or reallocate essential job functions in accommodating an employee with a disability.” Of course if you wish to make such an accommodation you are free to do so, but you are opening up yourself to many more issues if you do so.

Here is that scene of an intersection in India. It is wild, but notice NO collisions.


Sign up for free HR Solutions updates via email

Omega HR Solutions, Inc. uses creative human resource solutions to provide answers to time, money and service issues with employers and their employees. Visit our Products and Services page for more information or contact us to learn how we can help your organization.

{ 2 comments… read them below or add one }

Evan Pontz August 29, 2012 at 11:49 am

Love the post! Great topic, and I especially love the video — absolutely perfect visual for the interplay of FMLA, ADA and Workers Comp. Complete chaos, yet no one gets hit!


Michael Haberman August 29, 2012 at 5:30 pm

Thanks Evan. Always appreciate a comment from you.


Leave a Comment

{ 1 trackback }

Previous post:

Next post: