Eleventh Circuit Rules That the ADA Does Not Require an Employer To Offer Indefinite Light Duty as a Reasonable Accommodation

The U.S. Court of Appeals for the Eleventh Circuit has ruled that a cap on the number of days an employee could be placed in a light-duty assignment because of a disability did not violate the reasonable accommodation requirements of the Americans with Disabilities Act (ADA).

The decision by the appeals court in Frazier-White v. Gee, No. 15-12119 (April 7, 2016), is consistent with the ADA guidance issued by the Equal Employment Opportunity Commission (EEOC) and confirms that the ADA does not require an employer to offer light duty indefinitely or create a permanent light-duty job where no such position already existed.

A copy of the decision is available online here.

Members of the Equal Employment Advisory Council (EEAC) can read more here.