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The Employer Handbook BlogThe last word is often key to ADA accommodations
That’s why I kick so much butt with Americans with Disabilities Act accommodations. As a lawyer, I always have to have the last word. LOL!
(Or say stuff like, “It depends.”)
Articles Posted in Disability
Permanent light duty is not an ADA accommodation. Unless you make it one.
The Americans with Disabilities Act requires employers to provide a reasonable accommodation to an individual with a disability, if doing so will allow that person to perform the essential functions of the job.
Temporary light duty? Yep, that’s a reasonable accommodation.
But, what about permanent light duty?
Can an employer rescind a job offer based on the results of a genetic test?
A received a number of emails following yesterday’s blog post, “Can you refuse to hire a person whom you fear may have a future disability?” Most were nice. Although, I didn’t appreciate one reader’s virtual flaming bag of virtual dog poop left in my inbox. That person can go to virtual hell. Or actual hell.
But, one of the more substantive emails was worthy of setting the table for today’s post:
Can you refuse to hire a person whom you fear may have a future disability?
Over the next few days. you may read a bunch of headlines about yesterday’s Eighth Circuit decision in Morris v. BNSF Railway (opinion here), touting the court’s holding that obesity, by itself, is a not a disability under the Americans with Disabilities Act. Specifically, the court concluded that “for obesity, even morbid obesity, to be considered a physical impairment, it must result from an underlying physiological disorder or condition.” The Eighth Circuit’s conclusions aligns with prior decisions from the Sixth Circuit (opinion here) and the Second Circuit (opinion here).
But, that’s not what caught my attention.
Yes, working overtime can be an essential job function under the ADA
Back in 2012, when I wasn’t part of this new protected class, I wrote here about whether an employer would violate the Americans with Disabilities Act by requiring an employee to work overtime. The takeaway from that post was, yes, if working a minimum number of hours each week is an essential job function, disabled or not, an employee needs to work those hours.
On Wednesday, the Eleventh Circuit Court of Appeals revisited this issue. Let’s see what happened…
Welcome to the intersection of ADA and FMLA
Kinda like Welcome to the Jungle, except with a lot less GnR. Or maybe like the famous intersection of Hollywood and Vine, except, not famous and all. And, let’s face it, the only sightseeing at FMLA/ADA is done by dorks like us.
Who wants to pose with me for a selfie?
HR 101: Temporary disabilities and the ADA
A temporary disability isn’t an Americans with Disabilities Act “disability;” except, when it is.
How could dementia not be covered under the FMLA? (Psst, I’ll tell you how).
The Family and Medical Leave Act allows eligible employees to take up to 12 weeks of leave in a 12-month period for, among other reasons, to care for a parent with a serious health condition.
Most FMLA serious health conditions are plainly obvious: Cancer, HIV, dementia. But, then again…
A message from Stevie Wonder on providing accommodations to individuals with disabilities
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Watch this video of Stevie Wonder at the Grammy’s. Ignore the tragic wardrobe selection. Instead, listen to the message about increasing accessibility to people with disabilities, and make sure that it carries over into your workplace. Remember it before… Continue reading
New EEOC statistics highlight the importance of disability accommodations at work
Yesterday, the EEOC released its FY2015 Enforcement and Litigation Data. Consistent with prior years, claims of retaliation continue to dominate (44.5% of all claims filed with the EEOC). Race is second (34.7%). But, it’s disability discrimination — up a whopping 6% from 2014 — that should have your attention.