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.
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.
With the recent changes to the Americans with Disabilities Act (ADA), many courts are still figuring out how the law fits in with other, relevant employment laws.
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.
Can’t help but see the irony here: A North Carolina facility that provides care to the mentally and physically disabled has agreed to pay $50,000 to settle a charge that it improperly fired a staffer — who suffered from major depression.
A new ruling on worker confidentiality offers some valuable guidance on just how easy it is for managers to run into trouble with the Americans with Disabilities Act.
Add this to your list of potential disability accommodations: Transferring en employee to another city in order to be near specialized medical care.