ConnectBridge is seeing increased attention around how telework fits into the reasonable accommodation process. Recent guidance from the EEOC and OPM reinforces that, in the federal sector, telework may be considered a reasonable accommodation for employees with disabilities. The FAQs emphasize the importance of individualized assessments, consistent decision-making, and clear documentation when evaluating requests.
As remote and hybrid work continue to shape the modern workplace, employers should ensure their accommodation processes evolve alongside them. It is not just about having a policy in place, but about how that policy is applied in practice, including clearly defining when telework is appropriate and documenting the rationale behind each decision.
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