Employers should review their employment policies and practices to begin interpreting spouse to include same-sex spouse.
If an employer even suspects that a practice might be religious in nature, the employer should consider whether the practice can be reasonably accommodated.
The ADA does not require an employer to provide a preferred accommodation for an employee with a disability; it requires only that it provide a plainly reasonable accommodation.
Employees cannot use California’s Fair Employment and Housing Act to dictate who they will and won’t work with.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
Employees may have a valid retaliation claim if an adverse action occurs following an internal complaint.
Employer policies that provide for accommodations under certain conditions, but not for pregnancy-related accommodations, may be discriminatory.
Employers must be careful in drafting settlement agreements that involve 'no employment' or 'no re-employment' provisions.
Lori Flood was placed on administrative leave pending a fitness for duty evaluation. On Jan. 10, 2011, Flood submitted an FMLA medical certification and was terminated two days later.