Any employer that refuses to accommodate an employee’s non-work injury because it’s not work-related is asking for a lawsuit.
Employers can condition continued employment on the execution of a mandatory arbitration agreement, even when done in response to a pending collective lawsuit.
The groundwork is laid but ongoing efforts are required for widespread acceptance.
An employer’s obligation in responding to a harassment complaint is to investigate and take “prompt remedial action” to reasonably ensure that the harassment stops.
While employers will no longer be subject to this particular reporting requirement, prudent employers will still gather pay data by job category, race, ethnicity and gender to take proactive measures to avoid pay equity lawsuits.
Don’t be so short-sighted as to fire an employee because you believe she suffers from a disability, and then confirm that belief in writing.
The difficult intersection between the lawful use of impairing drugs and the ADA continues to be sorted out.
An incident at a Buffalo Wild Wings shows that the customer may be right about a lot things, but discrimination is not one of them.
Given the circumstances in Williams v. Graphic Packaging, treat the employee the same as you would have treated him or her if the disability didn’t exist.
Inclusion trumps exclusion. Love trumps hate. Equal treatment trumps discrimination.