Even if coulrophobia is an ADA-protected disability, that's only half of the equation to determine whether the ADA offers job protections to an individual with a disability.Read More
ADA-covered employers should consider simply encouraging employees to get the influenza vaccine rather than requiring them to take it.Read More
Injuries at voluntary work-related events may be compensable if there is an expectation of participation, especially for a manager who organized the event.
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Forty percent of households with children have mothers who are either the sole or primary source of income for the family. You can see why this issue is so critical to the American worker (and, consequently, the American employer).Read More
Cyber-security, vaping, same-sex relationships, overly active federal agencies and pregnancy leave rights are all legal issues employers should be paying attention to this year. 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
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion, or other protected reason. Even if you are legally right (and the odds are good that you won’t be), you will leave the employee feeling offended and upset.
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
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