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Transgender employee rights case advances

A  Pennsylvania woman is suing her former employer claiming she was discriminated against because of her transgender status. The case is making news not just because it involves transgender rights, but because of the unique legal arguments it raises.

ADA retaliation claim doesn’t require actual disability

Punishing an employee who requests a reasonable accommodation is retaliation even if it turns out that employee isn’t disabled and, therefore, wasn’t eligible for an accommodation at all.

EEOC sues printer that tried to play doctor

The symptoms sound ominous: A Minnesota employer faces a lawsuit alleging it violated the ADA. The likely diagnosis: A manager veered way outside his lane, attempting to play doctor.

$2 million bite out of dental association

The American Dental Association’s former chief legal counsel and its former HR director will split $1.95 million after the EEOC determined the association probably retaliated against the two executives for voicing concerns about what they believed were discriminatory actions.

$325K settlement in Visalia, Calif. ADA class action

Magnolia Health Corp. in Visalia, California, has agreed to settle charges that its policies violated the ADA.

ADA: The Limits of Accommodation

White Paper published by The HR Specialist ______________________ The Americans with Disabilities Act (ADA) isn’t an open-ended demand that employers do whatever is necessary to accommodate workers with disabilities. The law requires employers to make “reasonable” accommodations to allow a disabled worker to perform the essential functions of his job. The key question: What is […]

‘No pet’ policy doesn’t cover emotional-support animals

A Florida trucking company refused to hire a military veteran who used a service dog, citing its “no pets” policy.

Part-time work isn’t always reasonable accommodation

A court has concluded that, for some jobs, full-time attendance is an essential function. When that’s the case, an employer has no obligation to create a part-time position to accommodate an employee’s disability.

Not sure employee is disabled? Accommodate and wait for clarification

There’s nothing wrong with accommodating and requesting more information at the same time.

Employee must give accommodation a chance

The employee can’t just quit and then expect to receive unemployment compensation benefits.