Case 1: John Samuels, a disabled employee, was hired three months ago and was provided reasonable accommodation to perform his job. The job for which he was hired is a production job, and new employees on this job are allowed up to three months to learn the job, develop proficiency on it, and reach a standard level of performance. It is now the end of the three month period, and Samuels is unable to perform the job at the standard level of performance. He maintains that his disability is responsible for his not making standard, and he requests additional time to reach standard. What would you do? Are there any legal implications present here?
Case 2: Your organization is planning a company picnic. You reserve, in a local park, an island picnic area that is accessible only by walking across a narrow bridge made of wood slats and rope. Upon informing your employees about the location of the picnic, a disabled employee tells you that the picnic location will not be accessible to him. What would you do? Are there any legal implications present here?
Sample Solution
