Hopefully, your organization has an established accommodations process. I suggest requiring the employee to formally request an accommodation and submit the medical information necessary to support it, i.e., provide a note from a doctor or medical provider verifying that he has a physical limitation/disability. At that point, you have the right to require the employee have his doctor/provider fill out an evaluation form describing his current capabilities and limitations so you can determine how best to accommodate him. If he refuses to cooperate, you can end the accommodations process and send the employee on his way. Hopefully, it won’t come to that. And if it does, be sure to talk to a lawyer about the case before deciding upon termination.
Good question and I hope that helps. Glenn
