I am a firm believer that when an employer is aware that an employeee suffers from a physical or mental disability, it must take all steps to accommodate them to the point of undue hardship. It’s settled law and it’s the right thing to do morally. I have coached clients on countless occassions to ask questions about potential disabilities and not just ignore an employee’s potential issues just because they aren’t bringing them to the fore and not focus only on performance management or discipline.
However, what happens when you do ask all the questions and the employee denies having . . . [more]