reasonable accommodation

Here we go again – another couple of heath care facilities sued by the EEOC under the ADA.   Do you think it is merely a coincidence that such a large number of the EEOC’s ADA cases are against such companies?  If so, read our many posts on the subject.

What is it about health and

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

Once again a medical/health services company must pay for (allegedly) violating the Americans With Disabilities Act.

Almost two years ago we wrote about a case filed by the EEOC against an Ohio medical transportation services company which, it was alleged, discriminated against an EMT-paramedic employee with multiple sclerosis.   When the employee requested additional leave for

If sitting is a “major life activity” for ADA purposes, what about sitting “for a prolonged period of time?”   Does a back injury which prevents an employee from sitting for a prolonged period of time constitute a disability under the ADA?

In a case out of NYC, Parada v. Banco Industrial de Venezuela, C.A.,

In our blog of December 17, 2013 we reported that the EEOC continues to implement its Strategic Plan for FY 2012-2016 and began implementing its Strategic Enforcement Plan (“SEP”).  See:

EEOC Zeros In On Pregnancy and Disability Discrimination

On October 3, 2013, we wrote that in furtherance of the SEP, “two EEOC officials

The EEOC filed a lawsuit last year which alleged that a leading health care provider in Maryland violated the Americans with Disabilities Act (“ADA”), by failing to provide a reasonable accommodation and then firing a pulmonary function technologist because she suffers from Usher’s Syndrome, a genetic disorder that impairs hearing and vision.