If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
U.S. employers are obliged under OSHA as well as common-law duty to act reasonably in eliminating or reducing risk of injury to workers and patrons.
Title VII should not permit an employer to Plessy v. Ferguson its workforce for any reason.
This case is a scary reminder of how far the NLRB and its judges will go to fine protected concerted activity.
Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
While we wait for the law the catch up to society’s opinion on LGBT rights, federal agencies are doing the best they can to modernize these laws.
My biggest critique of the Abercrombie ruling is it forces an employer into the unenviable position of applying stereotypes to make educated guesses.
Tell managers that checking on a compliance or policy matter is the easiest decision they’ll make all week.