103. See Siefken v. Arlington Heights, 65 F.3d 664, 666, 4 AD Cases. (BNA) 1441, 1442 (7th Cir. 1995). It may therefore be in the employee`s best interest to require adequate housing before the benefit is received or there are behavioural problems. For more information on standards of behavior, even if they are professional and compatible with business need, see ADA and Psychiatric Disabilities, see 27, 29-32, 8 FEP Manual (BNA) 405:7476-78. The granting of a work exemption or an appropriate work plan may involve a change in leave or attendance procedures or policies. For example, it would be reasonable to amend a directive requiring employees to provide for the period of leave in advance when a person with an otherwise qualified disability due to medical disability needs an unplanned period of leave on an unforeseen basis, without unreasonable difficulties.
(72) In addition, an employer may be required to grant an “impeccable” leave policy to a disabled worker, unless such leave is granted an unreasonable effect. (73) Example A: a salesperson took five months off as suitable accommodation. The company compares the sales records of all salespeople over a one-year period, and any employee whose turnover is more than 25% below the average sales of all employees is automatically terminated. The employer resigned from the seller because he had fallen below the required service standard. The company did not expect its sales reduction to be due to a five-month leave of absence; Nor did it assess its productivity during the period during which it worked (i.e. productivity). Example C: An ADA employee with a disability took 12 weeks of FMLA leave. He warns his employer that he is ready to return to work, but he is no longer able to perform the essential functions of his position or equivalent position. According to the FMLA, the employer could terminate his or her job (62), but according to the ADA, the employer must check whether the worker can perform essential duties with reasonable accommodations (. For example, additional leave, part-time work plan, workstation restructuring or use of special equipment).
If this is not the case, the ADA requires the employer to reassign the worker when he has a vacancy for which he is qualified, with or without appropriate provisions, and there is no unreasonable hardness. When an employer finds that adequate housing is a source of undue hardship, but a second type of reasonable provision is effective and does not create unreasonable severity, the employer must provide the second dwelling. A person encounters Americans with a disability with the definition of “disability” act of “disability” which would qualify them for suitable housing if they have “significantly limited a physical or mental disability that has one or more vital activities of life (sometimes called “real disability” in the regulations). If a disability is not obvious to an employer, they can request medical documents from a doctor to confirm the need for accommodation. According to the ADA, a worker who, because of his disability, needs a modified or part-time work plan, is entitled to such a schedule if there is no other effective housing and does not cause unreasonable severity. In the event of unreasonable difficulties, the employer must reassign the worker when he has a vacancy for which he is qualified and which would allow the employer to grant the modified or part-time plan (without unreasonable difficulties). (68) A worker who benefits from a part-time plan as decent housing is only entitled to benefits, including health insurance, that other part-time workers receive.