ADA

If family member is ‘high risk,’ must you accommodate?

07/16/2020

An employee [does not want to come into work/wants to work from home/wants a leave of absence] because he or she lives with someone who is at high risk for coronavirus complications. What do we do?

Prepare for ADA suits driven by health fears

07/09/2020

Simultaneous health and financial crises have given us all plenty to fear. Surely you are doing your best to prove to employees that your workplace is safe. Most will be assured. However, a small subset of workers may remain paralyzed by safety concerns.

EEOC guidance covers how covid affects ADA, other laws

06/18/2020

The EEOC has posted an updated and expanded technical assistance publication addressing questions arising under the federal equal employment opportunity laws related to the coronavirus pandemic.

You, not employee, choose accommodation

06/11/2020

Some disabled employees couch their ideas about the accommodations they want as demands, not suggestions. That’s when it pays to remember: The employer, not the employee, gets to choose the reasonable accommodation.

Offer easy accommodations … or settle for $3.3 million

05/28/2020

When in doubt about how to handle an ADA request, sometimes the best bet is to offer a temporary accommodation. Make sure the employee understands the accommodation is temporary and not an admission that he’s entitled to it. Then set a review date.

Fed contractors must use new disability form

05/21/2020

The Labor Department’s Office of Federal Contract Compliance Programs has updated the form federal contractors must use to allow job applicants to voluntarily self-identify that they have a disability.

OK to discipline for leaving work ‘feeling sick’

05/14/2020

If a worker tells her supervisor she’s having a flareup of a serious health condition and must leave, that may invoke the FMLA, the ADA or both. But a run-of-the-mill, “I feel sick and am going home” declaration isn’t protected activity.

No, you can’t order a blanket ban on certain meds

04/30/2020

At the heart of the ADA is the rule that reasonable accommodations must be based on an individualized assessment of a disabled employee’s medical condition and the requirements of his or her job. Employers cannot make blanket determinations that disabled workers are unable to perform their jobs based on their diagnoses—or the medicines they use.

EEOC: CDC safety guidelines don’t violate ADA

04/28/2020

Employers are free to ask employees and job applicants if they have symptoms of COVID-19, screen them for illness and make them stay home if they test positive, according to the EEOC.

Don’t let assistive technology affect hiring

04/23/2020

Warn hiring managers not to disregard an applicant because assistive technologies indicate he or she might be disabled. Those systems provide evidence of bias that can be used against you in court.

ADA