Companies might have to accommodate workers’ fears under the Americans with Disabilities Act.
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.
On the 25th anniversary of the Americans with Disabilities Act, workplace disability experts discuss the advances for people with disabilities made possible by the act — and what work still needs to be done.Read More
Employers want the right to continue to use incentivize wellness.
Extended leaves of absence may be reasonable accommodations for employees with disabilities if they are able to fix a specific return date to the leave.Read More
Unless an employee is absolutely unable to perform the essential functions of the job with (or without) reasonable accommodations, a medical diagnosis should never come into play as a reason for termination.Read More
The more the Internet becomes entrenched in our lives, the greater the likelihood that employees will begin embracing ideas such as Internet addiction as a disability and the need for employers to consider and provide reasonable accommodations.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
The EEOC’s move to broaden the number of people who may be entitled to ADA protections could increase an employer’s risk of a lawsuit.Read More