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EEOC has some new pregnancy discrimination resources to feed your HR brain
Head on over to the EEOC’s website (here) to check out:
Head on over to the EEOC’s website (here) to check out:
Since all of you have mastered reasonable accommodations under the Americans with Disabilities Act, this post seems rather unnecessary.
Oh, that’s weird. Why is the there smoke billowing from my blog servers?
(Although that could still be there from last Friday).
There is a growing trend across the country for employers to remove job-application questions about criminal-record history. Ban the Box notwithstanding, other common job application no-no’s continue to trip up certain employers.
Folks, if I were on a deserted island with no wi-fi, but just enough battery power and 4G LTE signal to stream one compliance webinar — welcome to deserted dork island — I’m tuning in to EEOC’s New Resource on Leave as an ADA Reasonable Accommodation: A Closer Look with EEOC Commissioner Chai Feldblum.
Yesterday, the U.S. Equal Employment Opportunity Commission announced here that it had issued issued final rules on how the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act apply to employer-sponsored wellness programs.
So, what do y’all need to know about the EEOC’s new rules on employer wellness programs?
(No one ever accused me of burying the lede)
Are my days of free WiFi and creating deposition outlines from the McDonald’s Playplace ball pit, while munching on a McRib — ok, I two-fist McRibs — over?
If so, I’m moving to Canada.
That sounded really good in my head. Mmmm…sandwich.
Last Summer, I blogged here about how requiring an employee with a disability to stay out of work until 100% cured (i.e., a no-restrictions policy) automatically violates the Americans with Disabilities Act. As courts have described it, the policy does not allow a case-by-case assessment of an individual’s ability to perform essential functions of the individual’s job, with or without accommodation.
ADA violation…check!
But, what about having a 100%-cured policy for an employee taking leave under the Family and Medical Leave Act?
Reading yesterday’s post about religious accommodations and Flying Spaghetti Monsters may have had you rolling your eyes like — who is that old guy? Tony Danza?
Just kidding, I know my 80s TV. It’s Corbin Bernsen.
Pennsylvania is about to become the second Commonwealth in the United States to legalize medical marijuana. (23 states — la di da, states — plus DC currently allow it)
Does this mean that employees with migraines can puff vape pens and eat Cheetos in your break rooms at work? Actually, I’m pretty sure that’s not how it works.