ARTICLE
The Equal Employment Opportunity Commission (EEOC) recently published some FAQs for employees which solidify the dynamics between an employee's right to take legally prescribed opioids with an employer's right to assess whether an accommodation is reasonable to maintain the employment of this individual. For employers wrestling with requirements to provide a reasonable accommodation, the most important information in the latest release is that it sums up the employer's obligation to their employee does not have to come at expense of their business. "However, an employer never has to lower production or performance standards, eliminate essential functions (fundamental duties) of a job, pay for work that is not performed, or excuse illegal drug use on the job as a reasonable accommodation. Read the guidance here.
The Equal Employment Opportunity Commission (EEOC) recently published some FAQs for employees which solidify the dynamics between an employee's right to take legally prescribed opioids with an employer's right to assess whether an accommodation is reasonable to maintain the employment of this individual. For employers wrestling with requirements to provide a reasonable accommodation, the most important information in the latest release is that it sums up the employer's obligation to their employee does not have to come at expense of their business. "However, an employer never has to lower production or performance standards, eliminate essential functions (fundamental duties) of a job, pay for work that is not performed, or excuse illegal drug use on the job as a reasonable accommodation.
Read the guidance here.