ADA and pay rate
Irie
482 Posts
An employee has asked for an accommodation stating he cannot stand for prolonged periods of time. This is an essential function of his job. He has asked for a transfer to another department where he can sit and do a job.
If we transfer him to another department, the new position does not pay nearly as much as the position he would be leaving. Do we have to maintain his current rate or can we pay him according to the scale for the job he would be transferring into? Thanks.
If we transfer him to another department, the new position does not pay nearly as much as the position he would be leaving. Do we have to maintain his current rate or can we pay him according to the scale for the job he would be transferring into? Thanks.
