interactive accommodation process

This is a quote from an EEOC attorney who just commenced an ADA suit against — you guessed it — an Albuquerque home respiratory services and medical equipment company.

It underscores, if that is needed, our frequent warning to health care employers to comply with the anti-discrimination laws — especially the ADA (and now GINA

Three new pregnancy discrimination lawsuits filed by the EEOC demonstrate that the EEOC is serious in pursuing its new agenda set forth in the Enforcement Guidance on Pregnancy Discrimination and Related Issues.

The Guidance largely sets forth well-established interpretations of the Pregnancy Discrimination Act (“PDA”) and the interplay with the Americans with Disabilities Act

The EEOC has just announced a new lawsuit on what has become a familiar topic – the alleged refusal of an employer, an Alabama nursing home, to accommodate a Muslim employee whose religious beliefs require her to wear a hijab, or head covering.   These religious discrimination cases relating to appearance are now almost cookie cutter

The EEOC must be licking its chops, we posted on June 6th, since it achieved a PR coup – a new lawsuit against a Detroit nonprofit which helps people with disabilities (and appropriately named “Disability Network”) for allegedly violating the ADA by discriminating against a deaf employee.

This was “easy pickins” alright.  As the

This post could be one of Christina’s Friday Fun posts if it were not deadly serious.

Our post today is a beautiful example of our (probably overused) terms “low hanging fruit,” and “shooting in a barrel.”    What do we mean?  We mean the EEOC’s successful penchant for suing medical and healthcare providers under the ADA