null
Additional Posts
Is anyone still traveling for work?
Anyone who works at LinkedIn - I’m truly disappointed in your recruiting practice. I interviewed back in November, passed the technical screen and then the recruiter ghosted me. He kept mentioning that he’d find a team for me to continue the final round interview process for but after a while he stopped responding to my follow up emails. I worked extremely hard to prep for the technical screen and to not even hear back is just not okay. I’m truly disappointed. LinkedIn
Rising Star
Coach
Best drama in your office?
Has anyone seen Bombshell? What’d you think?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Have they asked their employer for any accommodations due to the heart condition? If not, they should start there. The employer a duty to try to reasonably accommodate the employee under the ADA once a request is made, and once the employer knows the productivity issues are tied to a potential medical condition or disability, termination for the productivity issues starts to look like retaliation and thus becomes more trouble than it’s worth.
A1 is correct. Didn’t realize this was from the perspective of the employer. If you know the heart condition is the cause of the issues the employer has a threshold obligation to engage in an interactive process with the employee to determine whether the employee requires reasonable accommodation. This could be as simple as an informal meeting with HR (that is immediately memorialized thereafter for ees file) where the employer says something along the lines of “we noticed that your performance hasn’t been up to our standards lately, is there anything we can do on our end to help get you back on track?” Then if she uses her condition as an excuse you can ask her if her doctor has any recommendations of ways she can be accommodated in the workplace, and basically take it from there and make a determination as to whether the requested accommodation is reasonable or whether it causes undue hardship to employer or prevents ee from performing essential functions of her job. V fact specific from there.