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ADA requires training accommodations, too

The ADA requires employers to provide help to disabled applicants at every stage of the employment relationship if that assistance is reasonable. That includes adapting job training so disabled employees can learn how to perform their jobs.

Accommodate disabilities with more time off

Do you have rules that limit time off to those who have accrued sick or vacation leave or are eligible for FMLA leave? If so, you should reconsider them.

Failure to accommodate depression costs $75,000

A Dallas-area defense contractor has agreed to settle charges it violated the ADA when it refused to accommodate an engineer’s depression.

Removal from dangerous duty brings ADA suit

A federal court has reinstated a Georgia police detective’s case against her employer after she produced evidence the police department regarded her as disabled when she was not.

Prepare to reasonably accommodate medical testing

Don’t assume that someone who appears healthy and has been successfully performing his job isn’t disabled while undergoing medical tests.

ADA covers temporary disabilities, too

The ADA was enacted 18 years ago, but it’s still one of the most misunderstood employment laws. The hard part isn’t necessarily determining how to accommodate disabled employees. It’s figuring out which employees are disabled.

Classic ADA accommodation: Adjust work schedule

Schedule changes may be inconvenient, but they’re an easy way to accommodate many disabilities. Courts aren’t likely to sympathize with employers that refuse to adjust a disabled employee’s schedule.

ADA: Obesity isn’t a disability … or is it?

More than one-third of American adults—some 72 million people—are obese, according to the Centers for Disease Control and Prevention. But generally, obesity alone does not qualify as a disability under the ADA. A recent federal appellate court decision agrees with that premise.

Warn bosses: No comments on worker health

Supervisors sometimes say things that are clearly best left unsaid—such as fears that an employee’s protected characteristics or activities might cost the company money!

Poor review alone isn’t enough to win lawsuit

Employees generally must show they suffered an adverse employment action before they can win a discrimination lawsuit. Merely receiving a poor evaluation, without other consequences, isn’t enough.