Yes. From a hostile workplace perspective, it doesn't matter *why* the harassment is occurring: the employer is still legally responsible to *make it stop*. Even if a harasser *did* have some condition that directly led to the harassment, and even if that condition *did* fall under the umbrella of ADA protection, in no situation would "let the employee do illegal stuff to the other employees" ever be considered a reasonable accommodation.
![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
no subject
Date: 2010-11-05 03:39 am (UTC)