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https://www.bassberryhrlawtalk.com/reduced-work-schedule/
Jul 18, 2018 · The College of Wooster, No. 17-3406 (6th Cir. July 17, 2018), is a cautionary tale for employers faced with a full-time employee seeking a modified work schedule as an accommodation for a disability under the Americans with Disabilities Act (ADA). An HR Generalist for the College, Hostettler was unable to return to work full time after the conclusion of her 12 weeks of maternity …Estimated Reading Time: 3 mins
https://cyquesthr.com/can-reduce-hours-pay-accommodate-disability/
Would it be reasonable to demote her, change her to part-time status, and only pay for the hours she works in our office? Answer: The Americans with Disabilities Act (ADA) requires that you engage with employees in an “interactive process” to determine what is reasonable accommodation.
https://www.pinesfederal.com/legal-blog/2020/september/does-a-reduced-work-schedule-qualify-as-a-reason/
Sep 02, 2020 · According to the Americans with Disabilities Act (ADA), an employer can’t deny a modified work schedule as a reasonable accommodation unless the employer can demonstrate why the employee is needed on a full-time schedule. The employer can’t merely state that anything less than full-time employment is unreasonable. They will need to provide qualifying evidence to the ADA to prove that you can’t perform your job responsibilities with a reduced work …
https://www.disabilitysecrets.com/resources/schedule-changes-and-working-part-time-reasonable-accommo
If you have a disability, you may have the right to part-time work or changes to your hours as an accommodation. By Lisa Guerin, J.D. If you have a disability, you may need to work part time or change your schedule as an accommodation that will allow you to do your job. If you are unable to work a full schedule due to treatment, the effects of medication, the need for rest, or other reasons relating to your disability, you may be entitled to part-time work as a reasonable accommodation.Estimated Reading Time: 5 mins
https://bryanschwartzlaw.blogspot.com/2010/10/reasonable-accommodation-with-time-off.html
Oct 05, 2010 · So, the employer should assume that the employee’s condition is a disability if he or she needs a reduced work schedule and/or extra time off, and should assume that such an accommodation is among those which might generally be considered a reasonable accommodation. However, the inquiry only begins there.Estimated Reading Time: 8 mins
https://askjan.org/articles/Overtime-Restrictions-and-the-ADA.cfm
From the desk of Tracie DeFreitas, M.S., Principal Consultant — ADA Specialist. Sometimes employees are unable to work overtime (OT) due to limitations associated with a medical impairment. Employers are then faced with determining if the ability to work overtime (or more than a certain number of hours in a shift/week) is required, or if it is necessary to provide a reasonable accommodation that aligns with …
https://www.jdsupra.com/legalnews/is-a-reduced-work-schedule-for-a-full-69161/
Jul 19, 2018 · The recent Sixth Circuit opinion in Hostettler v. The College of Wooster, No. 17-3406 (6th Cir. July 17, 2018), is a cautionary tale for employers faced with a full-time employee...
https://adata.org/factsheet/reasonable-accommodations-workplace
Sep 16, 2021 · Under the Americans with Disabilities Act, employers who have 15 or more employees are usually required to provide reasonable accommodations. Some state and local laws may require that employers with fewer employees provide reasonable accommodations. Reasonable accommodations comes in many forms.
https://hrdailyadvisor.blr.com/2016/01/21/ask-the-expert-can-we-reduce-pay-for-exempt-employee-on-reduced-schedule/
Jan 21, 2016 · So depending on the nature of the employee’s reduced work schedule as the accommodation, you may be able to make a permanent adjustment to the employee’s salary to match. However, the salary should not fluctuate from week to week based on the actual hours worked. If the accommodation would require a fluid, irregular schedule, then you may wish to change the employee’s status as non-exempt as part of his or her ADA accommodation.
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