Indefinite Leave and Remote Work? When Accommodations Are Not Reasonable
Navigating reasonable accommodations under the Americans with Disabilities Act (ADA) and related state laws can be challenging for employers—particularly on the thorny issues of leave and remote work. The U.S. Court of Appeals for the Fourth Circuit, in the case of Coffman v. Nexstar Media Inc. , offers some guidance on these topics. Quick Hits The U.S. Court of Appeals for the Fourth Circuit provided guidance in a recent unpublished opinion on leave and remote work as reasonable accommodations under the ADA and West Virginia Human Rights Act. Indefinite leave is not a reasonable accommodation as a matter of law . Remote work is not a reasonable accommodation for an employee who is receiving short-term disability insurance benefits, which typically are awarded only when an employee cannot work at all. Background The employer approved eight weeks of remote work for an account manager experiencing pregnancy complications, followed by twelve weeks of Family and Medical Leave Act (FML...