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.
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.