You probably know that if you have 15 or more employees, then under the Americans with Disabilities Act, you: a) cannot treat an employee adversely on the basis of a disability; and b) must make reasonable accommodations for employees with disabilities.  What if you have a disabled employee who is now unable to perform the essential functions of his/her current job, and you cannot come up with a reasonable accommodation for him/her to continue in that job? Do you have to re-assign the employee to another position? Maybe, but not necessarily. So what do you do? It's not an easy question. I mean it's probably a waste of your time to read a post answering a question if you already know the answer, and I'm not looking to waste your time any more than I might have just now. So let's plunge right in and see if we can't get you some kind of answers...

Click here to read the entire post on The EmpLAWyerologist...