ADA

Flexibility makes for good accommodations–and a good strategy for winning ADA lawsuits

05/13/2016

Employers that exercise patience and remain flexible over the long term are best positioned to win an ADA failure-to-accommodate lawsuit filed by a disabled employee.

HR Minnesota Legal Briefs

05/13/2016

Merely being obese is not a disability under the ADA, a panel of the 8th Circuit Court of Appeals has ruled.

OK to set limits on intermittent ADA leave

05/09/2016

If employees have disabilities that flare up periodically, be prepared to provide reasonable accommodations—within limits.

ADA: ‘Unlimited’ sick days aren’t reasonable

05/09/2016

At some point, providing more leave interferes with performance of the job’s essential functions. That point is easily reached when the employee demands unlimited sick days as an accommodation.

Disability: It’s never a joking matter

05/02/2016

Supervisors must understand that they have a responsibility to stop harassment immediately and take steps to prevent it from recurring.

Prove good faith on ADA accommodations by tracking response to offers

04/28/2016

Be sure to track employee accommodation offer responses to show lack of cooperation.

Accommodating mental disabilities: 3 key questions answered

04/21/2016

The ADA requires employers to reasonably accommodate applicants or employees with mental or physical disabilities who are qualified to perform the job’s essential functions with or without a reasonable accommodation. Still, it’s a tricky issue.

Job descriptions key to ADA accommodations

04/14/2016

A job description with essential tasks makes it easier to establish when a disability cannot be accommodated

Fired without explanation? No extra EEOC filing time

04/01/2016

Former employees generally have just 300 days to file an EEOC complaint alleging that their firing amounted to a discriminatory act. But, under some circumstances, that time period can be extended.

Reasonable accommodations on the table? Put that offer in writing!

03/11/2016

Disabled employees who have medical needs that require a reasonable accommodation and don’t receive one can quit and still be eligible to receive unemployment benefits.

ADA