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.
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.
There is a big difference between vigilance and panic. The key for employers in dealing with Ebola is to understand the former while not falling susceptible to the latter.
If you are considering using personality tests to screen applicants or current employees, tread carefully and not without the input of your employment counsel.
If there’s one thing that’s catching my attention at the HR Technology show this week, it’s the growing importance of benefits among tech companies.
The ADA protects cancer as a disability. Any employer that fires an employee after a cancer diagnosis is going to have big problems.
The ADA protects ‘alcoholism’ as a disability, but there is a difference between alcoholism and being drunk at work, which the ADA absolutely does not protect.
Health care benefits still offer a sense of financial and emotional security despite the substantial changes in who pays for what.
There’s no set structure, and companies aren’t required to match employee 401(k) contributions; for those that do, formulas vary.
Halbig v. Burwell challenged the IRS interpretation of two conflicting provisions and lost at the U.S. District Court of D.C. The appeals court overturned the lower court’s decision.