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.
Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
Employers, it’s OK to have performance standards.
Do you have employees who cannot show up for work on time no matter what? It appears there might be a medical explanation for their chronic lateness.
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.
Even before Congress amended the ADA in 2009 to liberalize the statute’s definition of 'disability,' the law recognized and protected asymptomatic HIV as a disability.
The Americans with Disabilities Act does not require an employer to guess and play detective.