This is an issue you should be discussing with your employees and building in your EEO/anti-harassment training.
According to Fortune.com, some companies have begun using this term as a hiring criteria in job postings.
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.
Above all else, being a salaried exempt employee means that you work until you get the job done.
Mach Mining, LLC v. EEOC sends a strong message that courts favor resolution, not litigation.
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.
In Landry’s, the board is adopting a more reasonable, real-world reading of a social media policy.
Consider the awful position in which it could place employers who are lax with their termination decisions.
The Americans with Disabilities Act does not require an employer to guess and play detective.
One issue I’ve never considered is whether the social media site is a 'consumer reporting agency' subject to the Fair Credit Reporting Act.