This decision is consistent with that of the 6th Circuit in EEOC v. Watkins Motor Lines.
For an employee to present a valid ADA claim, the employee must actively participate in the reasonable-accommodation discussion and not just turn a deaf ear.
Communication between an employer and a disabled employee is the key to avoiding problems under the ADA.
What kind of employer do you want to be? Do you want to be a company that promotes tolerance or fosters exclusion?
A lawsuit filed by the EEOC against McDonald’s Corp. for its alleged refusal to interview a deaf job applicant is a perfect ADA-storm.
GINA prohibits employers from discriminating against employees because of their genetic information, including genetic information of family members.
If you do nothing other than apply a blanket policy, you will have a hard time showing a court that you engaged in the required individualized assessment.
Employees who request accommodations should always be treated with care; otherwise you risk stepping on a retaliation land mine.
I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.