The Employer Handbook

An accommodation does not become unreasonable merely because the employee would rather save it for vacations and family emergencies.

TL;DR: A federal employee experiencing depression and cardiac arrhythmia requested unpaid leave, a lateral transfer, or other help. Her employer offered flexible use of approximately 240 hours of accrued paid leave and, when no comparable position was available, a lower-level job. The Eleventh Circuit affirmed summary judgment for the employer because the employee received reasonable options, even if they were not the ones she preferred.

📄 Read the court’s decision

A no-remote rule sounds straightforward. It became much less so when a professor with an autoimmune condition requested an accommodation.

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