Several recent New York City human rights law amendments in the past year have steadily increased worker protections applicable to New York City employers. As is no surprise, the mayor’s
Continue Reading New York City Enacts New “Cooperative Dialogue” Requirements for Workplace Accommodations
The EEOC “must be licking its chops,” we said in our post on June 14th. Why?
It achieved a PR coup in the form of a new lawsuit against a
Continue Reading Citing “Hypocrisy“ Of The “Disability Network” For Firing Deaf Employee, EEOC Settles Lawsuit
Last week we reported about the EEOC entering into a consent decree settling a disability suit for $30,000. The suit was against a Minneapolis-area home health care provider for failing
Continue Reading ADA Hint: “Focus On Performance Not Assumptions”
In a post last March we stated:
Takeaway: Train your managers and staff in the ins and outs of the ADA; always engage in an interactive process re seeking
Continue Reading EEOC Settles Case Of Fired Employee With Fibromyalgia
Boy, do we have clout or do we have clout!
Just two days after we posted about a NYT article which reported that an employee with a high-risk pregnancy was
Continue Reading Fired Pregnant Employee Offered Job Back After Our Blog Post!
Our recent post on sleep apnea as a disability brought some good reader questions and comments which bear posting. One, from a Mexican lawyer, and a second, from a Canadian
Continue Reading Sleep Apnea And Shakespeare?
A recent post of ours dealt with a new decision from an Illinois federal court which held that the employer had enough facts about an employee and her condition to
Continue Reading “How Can We Accommodate You?”
On October 7th we asked the questions: Must an employee who needs an accommodation (disability-related) actually request it? Or must the employer be “clairvoyant” and infer such a request from
Continue Reading “Don’t Ask, Don’t Get?” Readers Comment
Yes — that’s what an EEOC attorney said upon the settlement for $75,000 of an ADA case it brought in California against Kaiser Permanente, the US’s largest managed care organization.
Continue Reading “One Would Expect A Medical Center, Of All Places, To Be Sensitive To An Employee With A Disability”
Must an employee who needs an accommodation (disability-related) actually request it? Or must the employer be “clairvoyant” and infer such a request from the circumstances of the case?