Supervisors occupy a far more demanding and consequential position in today’s workplace, however far too few employers take the effort prepare their supervisors for one of their most critical roles — comprehending the significance of information an employee communicates relating to the ADA or FMLA.
Absenteeism has significant and costly effects on a business, but the conversation with employees should not take on an accusatory tone, since most absences are for legitimate reasons.
While sexual harassment and gender equity issues often garner more attention, how to accommodate a pregnant employee who may have work limitations continues to vex employers.
The U.S. Equal Employment Opportunity Commission (EEOC) and now some courts are considering obesity a disability, and employees who are severely overweight may qualify for protections under the Americans with Disabilities Act (ADA).
Taken separately, workers’ compensation laws, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) represent complicated laws that are often difficult to figure out. When workers must be absent from the workplace under two or three of these laws, the situation becomes even more complex.
Several factors that have been developing over the last several years are poised to plunge employers into a new wave of disability claims. There are a number of proactive steps that employers can take to avoid problems.
In order to ensure a safe workplace while fully complying with the Americans with Disabilities Act (ADA), employers need to understand their rights and responsibilities, as well as the rights of job applicants and employees.
Striking the balance between the need to hire qualified employees and the need to avoid disability discrimination claims has become even more challenging since changes to the Americans with Disabilities Act (ADA) went into effect in 2009.
Complying with the Americans with Disabilities Act (ADA) has always required employers to walk a fine line. The guidelines aren’t always clear, every disability and particular situation involve a unique set of factors, and the laws are constantly developing. Many are still trying to sort out the implications of the ADA Amendments Act of 2008 (ADAAA).