The ADA's workplace focus now squarely rests on the issue of accommodation. For this reason, the law's next 25 years will be greatly impacted by technology.
I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
My biggest critique of the Abercrombie ruling is it forces an employer into the unenviable position of applying stereotypes to make educated guesses.
HR sure has some innovative ideas. Need an example? Look no further than our Workforce Live event series.Read More
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion or other protected reason.Read More
The Americans with Disabilities Act imposes on employers an absolute duty to determine whether or not they can accommodate an employee’s disability.Read More
A ruling for UPS would promote the unequal treatment of pregnant workers, which is anathema to the spirit of the Pregnancy Discrimination Act. No employer should be allowed to act as if it is exempt from the law.Read More
It’s not easy being a parent/child/employee. Anyone who tells you differently is lying. I know I’m not alone in this juggling act.Read More
Title VII requires an employer to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship.Read More