Telecommuting (also called telework) can be a great boon, or a nightmare. Some employers find that it allows their employees to be more productive, and to get more work done. Other employers are reluctant to adopt such policies because they worry that employees will seek pay for goofing off at home. EEOC guidance and a federal court of appeals decision make clear that employers must consider telecommuting as an accommodation option for their disabled employees, no matter how they feel about the subject in general. This article explores the circumstances that may require employers to consider telecommuting as an accommodation for their disabled employees.
