Disability and Discipline: A Case Study

By Rachel Shaw, JD

CEO and Principal
Shaw HR Consulting

Employee discipline and disability can be complicated issues, and even more so when they are combined. The management, however, can be standardized and straightforward.

It’s important to understand that both roads lead toward employee performance. Whether you are on the route of discipline, or entering into the disability interactive process, the goal and needed outcome is the same: for performance standards to be met. Remember, if an employee cannot meet performance or safety standards, they will be separated — medically or through discipline.

Employee Case History

During counseling for performance, Ms. Smith indicated her deficiencies were due to a psychological disability and provided a medical note. The employer paused disciplinary actions and started the disability interactive process.

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