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This is tricky. You’re in the position where you need to get advice from legal counsel, which I’m not allowed to provide. Accommodations is so hard to address in general terms because every situation is different, depending on the employee’s individualized capabilities and needs, as well as the resources and circumstances of the organization. Although this shouldn’t be confused as legal advice, I don’t see anything in your description that would preclude your ASKING the employee to go on STD leave. But there needs to be some kind of end game. How long would leave last and what, if anything, do you expect to change that would enable you to offer the employee suitable work? Please do reach out to a lawyer if you possibly can and good luck. Glenn