A fresh Fourth Circuit reminder (Coffman v. Nexstar Media Inc., July 22, 2025): after months away with no firm return date, even a “probably September or October” estimate can be too vague to qualify as a reasonable accommodation. The ADA doesn’t require a precise day, but courts view broad windows and open-ended timelines as “meaningful uncertainty.”
What to do instead:
- Time-box extensions: 30/60/90-day increments tied to current medical updates.
- Keep the dialogue going: The interactive process is two-way—document outreach, options, and employee responses.
- Offer workable alternatives: Phased RTW, temporary light duty, or schedule tweaks before considering separation.
- Decide on facts, not fatigue: If the plan lacks a credible timeframe, you may have footing to deny as indefinite—but memorialize the rationale.
Action this week: Review any ADA leave cases with sliding ETAs. Convert “sometime this fall” into a dated plan with checkpoints—or update the record explaining why the request is indefinite.