reasonable accommodation for disability

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 a reasonable accommodation for employees with disabilities; and do not rely upon stereotypical assumptions about people with disabilities.

This takeaway was occasioned by an EEOC

Complying with the ADA in hiring (and in the workplace) means not only “treating people equally despite whatever physical challenges they may face” (as per the EEOC), but also not making assumptions or buying into biases or stereotypes about an applicant’s abilities based on a disability.

Treating someone adversely or differently based upon a “perception

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.

Indeed, this is not the first such pointed comment from the EEOC:  just recently we quoted an EEOC attorney commenting on the filing of a

Another settlement of an ADA lawsuit against a medical facility is in the EEOC news today.   This one is interesting.

On May 8, 2013, we reported on a EEOC suit just filed against a Fort Worth rehab center alleging that it made a job offer to a certified nurse assistant, contingent upon passing a drug

More excellent comments and helpful suggestions have poured in from knowledgeable readers relating to ourpost of April 15th (and from April 28th) about an optical store in Michigan which agreed to settle a lawsuit for $53,000 under the Americans With Disabilities Act (“ADA”).

Apparently it denied a request made by an optician with anxiety and