10/09/2026
๐ฌ๐ผ๐๐ฟ ๐ฟ๐ฒ๐๐๐ฟ๐ป-๐๐ผ-๐ผ๐ณ๐ณ๐ถ๐ฐ๐ฒ ๐ฝ๐ผ๐น๐ถ๐ฐ๐ ๐๐ฎ๐๐ โ๐ถ๐ป ๐ฝ๐ฒ๐ฟ๐๐ผ๐ป ๐ฟ๐ฒ๐พ๐๐ถ๐ฟ๐ฒ๐ฑ.โ ๐๐ฎ๐ป ๐๐ผ๐๐ฟ ๐ฒ๐๐ถ๐ฑ๐ฒ๐ป๐ฐ๐ฒ ๐ฒ๐
๐ฝ๐น๐ฎ๐ถ๐ป ๐๐ต๐?
When an employee requests remote work as a disability accommodation and the employer says the job requires physical presence, the written policy may not tell the whole story if that decision is later challenged.
What does the employee actually do? Which functions require being onsite? What does the job description say? Has the employee performed the job remotely before? Have the responsibilities of the position changed?
Prior remote work does not automatically mean remote work must continue. But the facts supporting the employerโs decision can matter when that decision is challenged.
๐๐ณ โ๐ถ๐ป ๐ฝ๐ฒ๐ฟ๐๐ผ๐ปโ ๐บ๐ฎ๐๐๐ฒ๐ฟ๐ ๐๐ผ ๐๐ต๐ฒ ๐ท๐ผ๐ฏ, ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฟ๐ ๐๐ต๐ผ๐๐น๐ฑ ๐ฏ๐ฒ ๐ฝ๐ฟ๐ฒ๐ฝ๐ฎ๐ฟ๐ฒ๐ฑ ๐๐ผ ๐ฒ๐
๐ฝ๐น๐ฎ๐ถ๐ป ๐๐ต๐.
Treaty Oak Employersโ Law Group represents employers from prevention and investigation through litigation and defense.
TreatyOakLegal.com
๐๐ฆ๐ฏ๐ฆ๐ณ๐ข๐ญ ๐ฆ๐ฅ๐ถ๐ค๐ข๐ต๐ช๐ฐ๐ฏ๐ข๐ญ ๐ช๐ฏ๐ง๐ฐ๐ณ๐ฎ๐ข๐ต๐ช๐ฐ๐ฏ ๐ฐ๐ฏ๐ญ๐บ. ๐๐ต ๐ช๐ด ๐ฏ๐ฐ๐ต ๐ญ๐ฆ๐จ๐ข๐ญ ๐ข๐ฅ๐ท๐ช๐ค๐ฆ.
