Accommodating employee incontinent

Also, the degree of limitation will vary among individuals.

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However, other conditions can also trigger bladder impairments, such as pregnancy, childbirth, weight, and medications.

Some of the most common symptoms of a bladder impairment can be an inability to hold urine (functional incontinence), a strong need to urinate (urge incontinence), and leakage due to activity (stress incontinence).

The telework policy was extended to only senior employees.

The employer agreed to modify the telework policy for the employee, who was considered a new employee, on a temporary basis, to see how the accommodation works.

In Gratzl v Office of the Chief Judges of the 12 Judicial Circuits, decided on April 7, 2010, the plaintiff had suffered from incontinence since approximately 1991.

When the OCJ hired her in 2001, they agreed in writing that she would work in the control room only, a position which was compatible with her medical condition.

For more information about how to determine whether a person has a disability under the ADA, see .

People with bladder impairments may develop some of the limitations discussed below, but seldom develop all of them.

This case illustrates numerous “reasonable accommodation” principles employers must master.

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