In a significant decision for employers navigating disability accommodation obligations under the Americans with Disabilities Act (ADA), the U.S. Court of Appeals for the Fourth Circuit in Redding v. Noem, No. 24-1141 (March 3, 2026), reaffirmed the principle that the interactive process does not guarantee employees their desired outcomes, and “dissatisfaction [with a reasonable accommodation] does not amount to a failure to accommodate.”
Quick Hits
While the ADA’s interactive process is a collaborative dialogue, employers retain ultimate discretion over the choice of effective accommodations.
Employees may not redefine the essential functions of jobs or unilaterally dictate the terms of accommodations.
Although reassignment is the accommodation of last resort, it satisfies the employer’s reasonable accommodation obligation.
Background
In this case, the employee worked as a federal air marshal for the Transportation Security Administration (TSA) for more than seven years. Although… Read the complete article here...
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