Employee safety should always be the company's highest priority, and employers should follow CDC guidance and avoid knee-jerk reactions, no matter how provocative an employee's activities may be.
An employer’s notice of an employee’s medical condition or disability can be direct evidence of FMLA violations or disability discrimination.
Employers should consider mailing all legally mandated letters via a method requiring acknowledgment of receipt to avoid disputes, such as certified mail.Read More
Title VII requires an employer to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship.Read More
Employers should still think long and hard (and only after engaging in the interactive process) before denying an extended unpaid leave of absence under the Americans with Disabilities Act.Read More
Policies that require employees to return to work only if they are 100 percent healed may violate the Americans with Disabilities Act.Read More
More companies are offering paid parental leave for their employees, and a bill in Congress could extend that benefit to all workers in the United States.
Employers that fail to accommodate employees’ infertility treatments could see an explosion of these types of claims.Read More
The so-called “Bermuda Triangle” of employment law is: workers’ compensation, the Family and Medical Leave Act, and the Americans with Disabilities Act.Read More
As a court recently pointed out, regular attendance is important in any job. Important, however, does not always equate to essential.Read More