Is your disability-leave policy flexible enough to pass ADA muster? It's a question worth asking, in the aftermath of a $2.2 million disability discrimination settlement one employer reached with the EEOC. The problem? The employer's policy was that it wasn't flexible enough: It didn't adequately accommodate individual employees' situations. The first step in Bank One's policy was fine: Employees who went on leave for less than six months were guaranteed their jobs back on their return. It was the next step that got the company in trouble. Bank One apparently terminated at least 222 people who went on disability leave for more than six months. They will split the $2.2 million Bank One's parent company agreed to pay.
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机译：您的残疾政策是否足够灵活以通过ADA筹集？在一个雇主与EEOC达成220万美元的残疾歧视和解协议之后，这是一个值得提出的问题。问题？雇主的政策是它不够灵活：它不能充分适应单个员工的情况。 Bank One的政策的第一步很好：请假不到六个月的员工可以保证自己的工作能够返回。这是使公司陷入困境的下一步。第一银行显然终止了至少222名因伤假超过六个月的人。他们将分拆同意支付的220万美元的Bank One母公司。
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