A lawsuit filed by the EEOC against McDonald’s Corp. for its alleged refusal to interview a deaf job applicant is a perfect ADA-storm.
A history of accommodations with an employee will serve as your best defense to deflect a subsequent discrimination claim by that employee.
Employees who request accommodations should always be treated with care; otherwise you risk stepping on a retaliation land mine.
Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Companies might have to accommodate workers’ fears under the Americans with Disabilities Act.
The duty to consider reasonable accommodations doesn't just include an employee’s medical condition, but also any medications an employee is taking to treat that condition.
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.
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.