What's Today's Excuse? Enforcing Attendance Rules, But Offering “Reasonable Accommodation”
Perpetually Absent Employees: How can a company comply with its wide-ranging legal obligations when a worker is ill or injured ... and allegedly unable work? When must the company hold the person's job open and offer the worker an opportunity for reinstatement? How can the company offer “reasonable accommodation” to the employee, without changing the essential functions of the job? When must the company offer an alternative light-duty job? When can the company enforce its attendance policy and actually terminate the employee for missing work? This session helps you to realistically evaluate your company's options and exposures when trying to ensure employee productivity.
Gregory J. Hare
Greg Hare has been an employment lawyer at Ogletree Deakins his entire career, since 1991. He assists companies with human resources and employment-related litigation matters, including wrongful termination claims, sexual harassment, employment discrimination, employment contracts, trade secrets, and non-compete agreements. He advises clients on a wide range of human resources topics, such as drug testing, employee discipline and discharge, severance planning, independent contractor classifications, wage payment, family and medical leave, disability law, military leave, joint employment issues, affirmative action, and reductions in force. Mr. Hare also counsels clients on traditional labor relations and matters involving the National Labor Relations Board.