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.
I believe that a majority of Americans now support the extension of all civil rights to the LGBT community.
I have yet to read an opinion that suggests that legalized marijuana requires accommodation by employers for workplace use, even for medicinal purposes.
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.
Employer policies that provide for accommodations under certain conditions, but not for pregnancy-related accommodations, may be discriminatory.
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 in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.
If you are a medical practice and your employees are also your patients, HIPAA adds a deep layer of complexity to these confidentiality issues.