What should you do if you doubt an employee’s need for a disability accommodation? You have several options — as long as you don’t do what this company did.
These employees wanted very specific accommodations for their disabilities, and when they didn’t get them, they sued. Here’s why their companies came out on top.
This company totally failed at working with a disabled employee to find a potential accommodation.
A company hires an employee. Years later, HR learns he lied about being a drug and alcohol addict on his application. Can he be fired for his dishonesty? Read the dramatized version of this real-life case and see if you can determine the outcome.
This organization did everything it was supposed to do when trying to accommodate a disabled applicant. So why did it lose this disability bias case?
Here’s a prime example of how tricky the hiring process can get when the Americans with Disabilities Act (ADA) comes into play.
When it came to accommodating employees’ disabilities, these two companies failed miserably.
The Department of Labor has just offered HR pros some clarity on some of the more murky provisions of the FMLA.
It sounds like a joke: A former teacher is suing her employer for discriminating against her because she has a phobia about small children. But the case could turn out to be a new yardstick for just how far employees’ ADA claims can reach these days.
It’s not always easy to tell how far you have to go to accommodate a disabled employee. But perhaps a company that makes its living helping the disabled should have known better than this.