"""Yup, You Probably Do Have to Do These Things for """"That Clown""""… - Work schedule adjustments (start times) - Telecommuting - Medication breaks - Reassig"""
{"Image DocumentName": "Yup, You Probably Do Have to Do These Things for That Clown \u2026", "Image ImageDescription": "- Work schedule adjustments (start times) - Telecommuting. - Medication breaks. - Reassignment to an open position (applies only to employees, not applicants) - Unpaid leave. - Unpaid leave may be an appropriate accommodation when an individual expects to return to work after getting treatment for a disability, recovering from an illness, or taking some other action in connection with his/her disability. See, e.g., Walsh v. United Parcel Serv., 201 F.3d 718 (6th Cir. 2000) - Leaves of up to twelve weeks are generally considered reasonable. Smith v. Diffee Ford-Lincoln-Mercury, 298 F.3d 955 (10th Cir. 2002) - courts generally agree that leaves extending beyond one year are not required, although they will still make a fact specific inquiry as to reasonableness. (Markwart v. UPS) - Indefinite leave is not required. [A] request for indefinite leave cannot constitute \u2018reasonable\u2019 accommodation because such a request does not allow the employee to perform the essential functions of the job in the near future. Cisneros v. Wilson, 226 F.3d 1113 (10th Cir. 2000) - Light Duty is not required under the ADA. BUT\u2026 what if the disability involves a workplace injury?", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}