Accommodations for Temporary Disabilities
What happens when an employee is injured, either on the job or outside of work, and is expected to recover soon but needs accommodations so
What happens when an employee is injured, either on the job or outside of work, and is expected to recover soon but needs accommodations so
Too often federal employees call me with issues about getting what are otherwise very reasonable disability accommodations from their supervisors. The problem is that federal
When a federal employee is placed on leave involuntarily because of a medical condition, this is known as “enforced leave.” This is leave that is
Many federal employees have difficulty obtaining reasonable accommodations from their federal employers because of unnecessary delays. Because the issue is in management’s hands, employees face
Many employers, particularly federal law enforcement, have medical standards that they use to disqualify potential employees. An employer generally may disqualify an employee if either it believes he cannot perform the essential functions of the job, or he would pose a “direct threat.” But federal agency employers often go well beyond this. Frequently federal employers employ various tests that prevent the hiring of people with minor health issues. Unfortunately, this means that persons are told they cannot work for relatively minor health issues. Well, that’s discrimination. And too many federal agencies stand by and let it happen.
A motion for summary judgment, or a “motion for decision without a hearing,” and how to respond, is probably the most important event in any litigation. It is where one side presents all of the facts that it can to convince the judge that no hearing or trial is required. For federal employees who are pursuing their EEO claims, this can be confusing. It is not like other motions. It is centrally important to how the EEO process functions.
The EEOC has held on numerous occasions that telework, even 100% telework, is a reasonable accommodation. Forcing an employee to take leave is not a reasonable accommodation unless there is no other effective accommodation such as teleworking.
Reasonable accommodations are the way that persons with disabilities are able to enjoy the same rights to work as any other individual. They are the
A frequently overlooked aspect of disability accommodations is pain. Many federal employees who have requested reasonable accommodation experience moderate or severe pain even after accommodation.
There are at least two circumstances when an employee is almost certainly not going to be able to get telework as a reasonable accommodation. Needing a security clearance or being required to handle mail and visitors means that full-time telework is likely to be an ‘undue burden.’
Click on the link below to find a time to talk about your case with a lawyer with a decade of experience representing federal employees.
Here’s what you should know:
A brief guide on requesting disability reasonable accommodations for federal employees. Part of a series on reasonable accommodations. This is the first post in a
An issue overlooked by many federal agencies is their obligation under EEOC regulations to cover the expenses of certain medical evaluations for job applicants. This
Every day, federal employees across the country (and the world) strive to balance their work responsibilities with their personal health conditions. When health issues affect
The Agency DRAD (Disability Reasonable Accommodation Division) and other RACs (Reasonable Accommodation Coordinators or Committees) for federal employees are responsible for ensuring that employees with
Law Office of Kyle Ingram
1200 18th Street, NW Ste. 700
Washington, DC 20036
p. (202) 459-4563
e. Kyle.Ingram@KIngramLaw.com
Juris Doctor, American University, Washington College of Law (2011)
M.A. Economics, Ludwig-Maximilians-Universität (2008)
B.S. Foreign Service, Georgetown University, School of Foreign Service (2005)
Maryland (2011)
U.S. District Court, District of Maryland (2013)
District of Columbia (2015)
U.S. District Court, District of Columbia (2018)
This website contains lawyer advertising and legal information. None of the contents of this website should be construed as legal advice specifically for you. Consult with an attorney to get specific legal advice for your situation.
Find a time to talk about your case with a lawyer, not an intake coordinator.
Here’s what you should know: