Employers repeatedly face the question: what is a reasonable accommodation? The answer to this question is often complex and requires the employer to juggle overlapping legal obligations imposed by the ADA, FMLA and Workers' Compensation statutes. Several recent developments in Connecticut, however, have both added to the complexity of this question while providing much needed clarity on common issues.
- Through the Palliative Use of Marijuana Act (PUMA), Connecticut joined the growing minority of states who provide protections to medical marijuana users in the workplace. This statute, and recent court decisions interpreting this statute, have necessarily added an extra layer of complexity to the accommodation analysis if an employee admittedly uses medical marijuana to treat an underlying disability.
- Connecticut courts have provided much needed clarity on what information an employer can reasonably rely upon to identify what duties and employee can be excused from performing as a reasonable accommodation. These decisions highlight the importance of clear, written job descriptions to define the employer's expectations relating to specific duties and expectations and how a vague job description can prove problematic down the line.
- Connecticut courts have also provided additional guidance on how much flexibility an employer must provide if an employee seeks an accommodation relating to the employer's attendance or tardiness policies, which is a frequently litigated issue.
This webinar will discuss these developments - both good and bad - and the impact they are likely to have on the disability accommodation process in Connecticut.
10:00 - 11:00 am PT
11:00 am - 12:00 pm MT
12:00 - 1:00 pm CT
1:00 - 2:00 pm ET