White Paper

Breaks and Flexible Hours Not a Reasonable ADA Accommodation for Often Absent Employee, Court Holds


Employers can easily feel overwhelmed when it comes to enforcing employee attendance standards.

When also providing reasonable accommodation to employees with chronic health conditions. Increasingly, however, court decisions such as Williams v. AT&T Mobility Services LLC are providing much-needed guidance regarding the scope of an employer’s duty to accommodate. The Williams case illustrates how carefully-designed policies, frequent communication, and a generous sprinkling of patience form key ingredients in the recipe for avoiding liability under the Americans with Disabilities Act.



Katrin (Kathy) Schatz

Katrin (Kathy) Schatz

Jackson Lewis P.C.

  • Principal in the Dallas office of Jackson Lewis P.C.
  • Defends employers in court proceedings, arbitrations and administrative proceedings in a broad range of employment matters
  • Owns a counseling practice devoted to devising proactive solutions for legal compliance and litigation avoidance, including the development of strategic employment policies and procedures
  • Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization
  • Member of the Firm’s Disability, Leave and Health Management and Affirmative Action Compliance practice groups and a regular contributor to the disability, leave and health management blog
  • Frequently speaks on a variety of employment law issues
  • Graduated summa cum laude from SMU Dedman School of Law in 1996 and holds advanced degrees in anthropology from the University of California at San Diego
  • Recognized in Best Lawyers in America 2019

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