|
Will the employee receive an equal employment opportunity? Reassignment
may not be used as a way to limit, segregate or discriminate against
an individual with a disability. Reassignment should not be used as
a way to place an employee in a position that would segregate them
or create an undesirable employment situation. Let's consider this
further with an example.
An employee who works in a sales position is receiving treatment
for cancer and has lost her hair. The employer is concerned about
customers' perceptions of the employee. As an accommodation, the employee
requests reassignment to a sales position that accommodates a flexible
schedule for treatment. Two positions are vacant, A and B. The employee
is better qualified for position A, which requires direct customer
contact. The employer places the employee in position B because direct
customer contact is not involved as sales are handled by telephone.
The employer has chosen to limit the employee's employment opportunity
to work in direct customer sales by hiding her from customers due
to his fears of customer perceptions.
Next question, if an employee will be reassigned as an accommodation,
it may be necessary to ask, "are accommodations needed in the
new position?" The accommodation process is an on-going process.
It may still be necessary to address accommodations in an alternate
position. Let's take a look at some Situations and Solutions involving
reassignment.
Situation: An operating room nurse with a latex allergy was unable
to work in the OR and around latex gloves.
Solution: She was reassigned to a vacant position which required
clinical case management duties and did not involve direct contact
with latex.
Situation: A police officer was unable to patrol the streets due
to injuries to his neck, shoulders and back.
Solution: The officer was reassigned to a desk job and permitted
to alternate between sitting and standing positions.
Now, if alternative placement options have been explored in step
3 and a successful accommodation outcome has not been achieved, move
on to Step 4: Redefine the Situation.
back to top |