A framework for providing telecommuting as a reasonable accommodation: some considerations on a comparative case study
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A Protocol for the Use of Remotely-Supervised Transcranial Direct Current Stimulation (tDCS) in Multiple Sclerosis (MS)
Published on: December 26, 2015
Shelley Kaplan1, Sally Weiss, Nathan W Moon
1Center for Assistive Technology and Environmental Access, Georgia Institute of Technology, Atlanta, GA 30318, USA. shelley.kaplan@coa.gatech.edu
Abstract:
Telecommuting, whether full time, part time, or over short periods when the need arises, can be an important accommodation for employees with disabilities. Indeed, telecommuting may be the only form of accommodation that offers employees whose disabilities fluctuate a means to stay consistently and gainfully employed. This article describes one employer's experience in considering a request for telecommuting as a reasonable accommodation for a particular employee. Drawing on real-life examples, both positive and negative, this article provides a win/win framework for decision-making that can help employers evaluate the use of telecommuting as a possible accommodation and facilitates open and ongoing communication between employer and employee.
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