The Americans with Disabilities Act does not require an employer to guess and play detective.
My main problem of the re-hearing panel’s decision is that the “common sense” it is applying is rooted in 1965, not 2015.
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Courts will hold you to your word if you mis-represent FMLA eligibility to an otherwise ineligible employee.Read More
Cyber-security, vaping, same-sex relationships, overly active federal agencies and pregnancy leave rights are all legal issues employers should be paying attention to this year. Read More
One in four women will experience domestic violence in her lifetime, so it’s unrealistic to think that it’s not a workplace issue, one expert says.
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