What’s our ADA liability if an employee never informed us he needed accommodation?
Q. An employee recently resigned from our company. In his resignation letter, he told us that he was disappointed that we were unable to accommodate his sleep apnea ... However, he never told us until he resigned that he suffered from any medical condition, including sleep apnea. How are we supposed to accommodate a medical condition that we don’t know about?
To continue reading this page, become an
HR Specialist Premium Plus member today!
HR Specialist Premium Plus member today!
Your subscription includes:
- Ask the Attorney: Answers to your HR legal questions
- Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state
- State-by-State: Summaries of HR laws in all 50 states
- Manager's Training Library: a treasure trove of printable training guides
- Memos to Managers for simple staff training
- The Hiring Toolkit: Job descriptions, interview questions & exemption tests for 200+ positions
- Webinar of the Week: Train instantly with recent recordings
- Sample Policies, Weekly Podcasts, Q&As and much, much more ...