Employee Relations Reasonable Accommodations

[KarenPerronTX]

Hello,

What is the recommended best practice if a Accommodation Request will have an extended duration (ie. more than 60 days) but the team does not want to keep the case open for the duration.  They have requested to close the case and re=open the case as needed, but we know that is not recommended.  Other suggestions?

Thanks!

[Kohei Tominaga1]

Hi, @KarenPerronTX 

I reccommend to close the HR case once the Accommodation Request has been fulfilled.

Once it's confirmed that the 60-day accommodation will be provided, the HR case should be closed. Management of the ongoing accommodation (e.g., status, stopping the provision) can then be handled within the Accommodations table. Weekly reviews of this table to perform cessation processes at the appropriate time would be the recommended approach.

If you would like to keep the case open for 60 days, but the team strongly prefers not to, a workaround would be to set the case status to "Suspended." This will stop the SLA clock and help distinguish it from other active cases that require immediate attention.

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