Attendance Management HR Manager's Quiz

In order to design appropriate accommodation alternatives for an employee, it is necessary to have specific medical information about their medical restrictions. Without this information, it would be difficult to tailor accommodations that meet the employee's specific needs and ensure their safety and well-being in the workplace. Therefore, the statement is true.

When requesting medical information, it is appropriate to ask for a diagnosis, as this refers to the identification of a disease or condition. However, it is not appropriate to ask for a prognosis, as this refers to the predicted outcome or course of the disease or condition. Prognosis is typically determined by healthcare professionals based on various factors and may not always be accurate or certain.

The statement is false because when an employee is on an approved disability leave, the company is required to offer reasonable accommodation measures to support the employee's return to work. These accommodations may include modifying job duties, providing assistive devices, adjusting work schedules, or making physical changes to the workplace. The company has a legal obligation to engage in an interactive process with the employee to determine appropriate accommodations that will enable them to perform their job effectively.

The duty to accommodate does not solely rely on the employee specifically identifying the existence of a disability and requesting accommodation. In fact, it is the employer's responsibility to proactively identify potential disabilities and offer accommodation if needed. The duty to accommodate is triggered when the employer becomes aware, or reasonably should have been aware, of the need for accommodation, regardless of whether the employee explicitly requests it. Therefore, the statement that the duty to accommodate only applies if the employee specifically identifies the existence of a disability and requests accommodation is false.

The statement is false because assuming that the absences are culpable in nature without any disability-related reason would be unfair and discriminatory towards the employee. It is important for the company to consider all possible reasons for the absences and engage in a proper investigation before making any assumptions or taking disciplinary actions.

Tony arrives late repeatedly because his car wouldn't start, Roger forgets to phone in when taking a sick day off, and Andy takes time off without permission to bring a sick parent to a doctor's examination are all examples of situations where the employees are at fault or culpable. In each of these cases, the employees have either violated company policies or failed to fulfill their responsibilities, resulting in negative consequences for their attendance or work performance.