In EEOC v. Ford Motor Company, the federal Sixth Circuit appellate court (covering Kentucky, Michigan, Ohio, and Tennessee) recently held that
In a case of first impression, a California Court of Appeal has applied the California Fair Employment and Housing Act ("FEHA") to significantly
Effective December 30, 2012, California employers are subject to the new administrative regulations governing disabilitiesincluding those
In Colon-Fontanez v. Municipality of San Juan, the federal First Circuit Court of Appeals upheld summary judgment in the employer's favor on the employee's claims of disability discrimination.
In Wills v. Superior Court of Orange County, a California appellate court considered the case of Linda Wills, a long-time employee of the Orange County Superior Court who suffers from bipolar disorder that subjects her to depressive and manic episodes.
In Milan v. City of Holtville, a California court of appeal held that an employee on a lengthy workers' compensation leave cannot assert a failure to accommodate disability claim where the employee never requested an accommodation or otherwise indicated she wanted to continue working.
In Brownfield v. City of Yakima, a police officer was terminated for refusing to submit to a fitness for duty exam after being involved in an off-duty accident.
In one of the first reported cases applying the ADA Amendments Act, which took effect on Jan. 1, 2009, a district court in Northern Illinois held in Horgan v. Simmons that an employee who was fired a day after disclosing his HIV-positive status to the president of his company could pursue a claim for discrimination and impermissible medical inquiry claims under the amended Americans with Disabilities Act.
Plaintiffs may not bring discrimination claims under the federal Americans with Disabilities Act ("ADA") unless the plaintiff’s disability is the "but for" cause of the challenged action, according to the Seventh Circuit Court of Appeals (covering Illinois, Indiana, and Wisconsin).