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.
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.
With the future of health care up in the air, the prevailing message at this year’s MBGH Conference was preparing for the unknown.
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.
An employer’s discouragement of an employee taking FMLA leave can violate the act, even if the discouragement is ineffective.
The Americans with Disabilities Act does not require an employer to guess and play detective.
What does this all mean for employers? Let’s take a look, via the helpful Q&A the EEOC published.
Imagine my shock when I heard that President Barack Obama has rejected prepping a plan B should the Supreme Court rule against the Affordable Care Act in the King v. Burwell case.No contingency plan; going it sans Plan B. If they rule against us, we’ll take a look at our options. Hoo boy.