I am often asked as an experienced White Plains Employment Attorney about requesting time off and additional accommodations after surgery. In terms of employees who might be facing some kind of medical, physical or mental disabilities, often times employers receive requests for accommodation. These are employees who are asking for a variation in their typical work day such as their physical work space, their work hours or work location. Nowadays, especially with the ability of telecommuting, almost everybody can perform at least some functions from an outside location. That often times ends up being a request from people who have suffered some type of physical incapacitation where it has become difficult for them to commute to the workplace.
The question from a legal perspective becomes whether that request is reasonable, which is what the courts always look at in determining whether an employer has justifiably or unjustifiably granted or denied a request for such an accommodation. There may be certain jobs where such requests are considered to be a reasonable accommodation but there are certainly other positions where it would not be considered reasonable. An example of this is if the employee was critical to have face to face communication with clients or staff at the work place that would be certainly something that would be taken into consideration in determining whether that request is reasonable.
Is your employer giving you a hard time about time off or accommodations after surgery? Contact experienced White Plains Employment Attorney Kim Berg to fight for you.
This informational blog post was provided by Kim Berg, an experienced White Plains Employment Attorney.