It’s often frustrating for managers to have employees out for medical problems. But releasing those frustrations in the wrong way can land their employers in court.
When a job requires employees to log more than 40 hours per week on a regular basis, is it safe to say overtime is an “essential job function” of that position and deny an accommodation request that attempts to skirt the OT?
Verizon’s recent massive settlement with the Equal Employment Opportunity Commission carries a crucial message for employers.
Want to know how courts are going to handle Americans with Disabilities Act lawsuits from here on in? A recent case out of Texas provides a clue.
According to some surveys, as much as 40% of today’s employers use social-networking sites like Facebook and MySpace to learn more about applicants’ backgrounds. Some of what those employers are doing could be illegal.
According to some reports, many heavy-set job seekers experience discrimination because of their weight — a bias that is legal in most cases. Here’s one municipality that’s attempting to change that.
Firing a disabled employee while he’s out on medical leave is usually a recipe for disaster. But it can be done in limited circumstances. However, the potentially discriminatory nature of this firing was a little too obvious for the EEOC to overlook.
The Americans with Disabilities Act Amendments Act expanded the definition of a disability so much that just about anything’s considered a disability these days. Just not what this employee was trying to sell to a California court.
A recent ADA lawsuit shows that saying you are disabled and proving it in court are two very different things.
Often, one or two offhand comments can be enough to establish discrimination. But in this case, an employee’s firing was due entirely to poor performance, and not their manager’s discriminatory comments. Failed to meet PIP requirements Carl Castetter worked for Dollar General when he was diagnosed with cancer. He claimed his manager “mocked and demeaned” […]
Ever since the ADA went into effect, employers have been warned that virtually any condition can now fit the definition of a disability.But the ADA laws have limits, as two recent court rulings illustrate. In Connelly v. WellStar Health System Inc., a former worker filed a discrimination, failure to accommodate and retaliation suit after the […]
Employers know how important it is to engage in the “interactive process” when a worker seeks an accommodation for a disability. A recent appeals court decision illustrates that the effectiveness of the accommodation is equally important.
This is the kind of case that keeps the Equal Employment Opportunity Commission in business.
Here’s a prime example of how tricky the hiring process can get when the Americans with Disabilities Act (ADA) comes into play.
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