January 16, 2021

Volume XI, Number 16

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Telecommuting May Not Be A Reasonable Accommodation

The Fifth Circuit recently upheld the dismissal of a lawsuit against an employer who denied an employee’s request to telecommute on the grounds that regular attendance at work is an essential function of her job as a litigation attorney.  Credeur v State of Louisiana, 16-CV-30658 (5th Cir. 2017).  The employer did provide unpaid leave as an alternate and reasonable accommodation.

Given the proliferation of digital workspaces and telecommuting, well written job descriptions identifying whether attendance is an essential function are increasingly important.

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Jackson Lewis P.C. © 2020National Law Review, Volume VII, Number 194
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TRENDING LEGAL ANALYSIS

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About this Author

Stephania C. Sanon, Labor and Employment Associate, Long Island, Jackson Lewis Law Firm
Associate

Stephania C. Sanon is an Associate in the Long Island, New York, office of Jackson Lewis P.C. Her practice is focused on representing employers in workplace law matters, including preventative advice and counsel.

She represents employers in a wide range of labor and employment law matters, including claims of discrimination and retaliation brought pursuant to Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, as well as state and local laws prohibiting discrimination.

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631-247-4664
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