When an Employee Needs Help: What Happens Next?
Imagine this: One of your top employees returns from a medical leave with new physical limitations. You value this employee — but their role involves physical tasks, and you’re unsure how to proceed. Do you make changes? Can you afford to? What’s legally required?
If you’re a small or mid-sized business owner or HR professional, situations like this can feel overwhelming — and making the wrong move can open you up to significant liability.
At Koegle Law Group, we regularly help clients navigate disability accommodations and interactive process obligations — some of the most misunderstood and commonly litigated areas in employment law.
This post breaks down what you need to know, the pain points employers often face, and how we can help you create smart, compliant solutions.
What Is the Interactive Process?
Under both California and federal law (ADA), employers are required to engage in a timely, good-faith interactive process when an employee discloses a disability or medical condition that affects their ability to do their job.
This process involves:
- Reviewing documentation from a medical provider
- Discussing the employee’s limitations
- Exploring reasonable accommodations that allow them to perform their essential duties
- Making adjustments that don’t cause undue burden to your business
Common Employer Mistakes That Lead to Legal Trouble
Many businesses — especially small or newer ones — don’t realize how easy it is to violate accommodation laws. These are just a few of the most common missteps:
- Skipping the Interactive Process Entirely: Failing to even meet with the employee or collect medical documentation
- Making Decisions Based on Assumptions: Firing or demoting without exploring alternative options
- Treating the Employee as “At-Will”: Assuming you can terminate because there’s no contract
- Not Documenting the Process: No records of communication, decisions, or accommodations offered
- Missing Policy Infrastructure: No handbook or clear process in place to guide internal action
The truth? Good intentions won’t protect you. Only compliance will.
Pain Points We Hear From Business Owners & HR Leaders
We get it — you’re running a business, managing multiple priorities, and trying to do the right thing. But when it comes to disability accommodations, here are the pain points we consistently hear:
- “I didn’t know I had to do that.”
- “We don’t have a policy for this.”
- “I don’t want to get sued, but I’m not sure what’s reasonable.”
- “We don’t have time to handle this correctly.”
- “I don’t want to treat the employee unfairly, but I also have to protect my business.”
How Koegle Law Group Helps
We partner with small to mid-sized businesses across California to:
✅ Create legally compliant employee handbooks and policies
✅ Guide you through the interactive process — step by step
✅ Review and document accommodations for legal protection
✅ Train managers and HR teams on what to do (and what not to do)
✅ Provide ongoing counsel for tricky or evolving situations
With KLG in your corner, you don’t have to guess. You’ll have a legal partner who helps you make informed, defensible, and fair decisions that protect your people and your business.
Final Thoughts: Compliance Is Protection
Disability-related issues are among the top reasons employers face lawsuits — and many of these lawsuits are completely avoidable with the right education and systems in place.
If your business doesn’t have a clear policy, or you’re currently facing a situation with an employee that requires accommodations, now is the time to act.
Ready to Take the First Step?
Contact Koegle Law Group to schedule a consultation and ensure your business is protected and compliant.
Visit https://koeglelaw.com or call 661-362-0813
This communication may be considered advertising material under the rules of professional conduct governing lawyers in California.
