Originally Posted by
ThumbsUp
Ok, you were replying to a discussion about whether a medical condition prohibiting you from getting the vaccine qualified someone for LTD by the terms of the policy/UPA if the company mandates unpaid leave as an accommodation. I’m not really sure what you’re saying has to do with that, unless you are saying they should just be terminated and therefore not qualify for LTD, which ends on termination.
Actually I read the previous post wrong and responded incorrectly. I was thinking about the reasonable accommodation process and how unvaccinated employees could feed the company argument of undue burden, not how LTD is affected. Reading comprehension and all….