While the ADA was created to stop employment discrimination, the law also requires you to provide equal access (and possibly accommodations) for disabled employees in the area of emergency evacuations from your workplace …
The ADA prohibits you from seeking medical information simply to find out if the person has a disability. You can, however, seek such details to discover whether a person is medically fit to perform the job duties. Don’t shy away from every medical inquiry; just make sure it’s based on a legitimate business necessity …
When faced with a disabled employee, you must actively negotiate possible accommodations in good faith. That may seem obvious, but employers are constantly …
Issue: The EEOC is targeting employers who drag their heels on employees’ disability accommodation requests. Risk: Courts could see your delay tactics as illegal “constructive discharge” of disabled employees…
When employees return from leave for an FMLA-covered illness or ADA-related disability, you naturally want to make sure they’re ready to resume work. After all, if problems linger, you may want …
You may need to make new accommodations for disabled customers and employees if proposed regulations win approval. The Access Board, an independent agency …
Many employers use "last-chance agreements" to give employees one final opportunity to turn around attendance, productivity and attitude problems. Here’s good news if you use last-chance agreements on employees with drug and alcohol problems: The ADA and many state laws give you the leverage to keep employees clean … and fire them if they’re not …
Some problems will eventually go away if you wait long enough. But that’s not the attitude to take when employees request workplace accommodations for their physical or mental conditions. The …
THE LAW. You may know that the federal Uniform Services Employment and Reemployment Rights Act (USERRA) requires employers to reinstate employees who take military-related leave, plus it prohibits job discrimination against …