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.
Whistleblowers making disclosures prohibited by agency rules and regulations, but not actual laws, may still be protected under the Whistleblower Protection Act.Read More
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.
Two contract workers sued Integrity Staffing Solutions under the Fair Labor Standards Act, claiming that time spent submitting to the security screening should be compensable.Read More
Employers may not generally discipline an employee union delegate for advising an employee during an investigative interview.Read More
When an employer inquires into an applicant’s medical condition as a condition of a job, the employer must focus on the individual job at issue.Read More
Policies that require employees to return to work only if they are 100 percent healed may violate the Americans with Disabilities Act.Read More