Court ruling on telecommuting could be a game-changer for HR

By Jared Bilski

Technology has changed the workplace so much that employers may not be able to simply reject a telecommuting request by saying physical attendance is mandatory.

They may have to show exactly why an employee’s physical attendance is essential to the company.
That’s a major takeaway from a recent court ruling involving the ADA.

In EEOC v. Ford Motor Co., an employee with irritable bowel syndrome (IBS) requested a telecommuting accommodation for her disability.

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