There are more than 15 million people who receive Social Security disability income each year, according to the Consumer Financial Protection Bureau
The legal worlds of workers’ compensation law and the laws against disability discrimination sometimes collide and leave employers with difficult decisions about how to comply with each.
Recently, we worked with a client who was considering terminating an employee with autoimmune disease who had exhausted his 12 weeks of Family and Medical Leave Act (FMLA) leave.
In a case of first impression, the U.S. Sixth Circuit Court of Appeals (which covers Ohio, Michigan, Kentucky, and Tennessee), in Stansberry v. Air Wisconsin Airlines, recently affirmed the dismissal of a former employee’s claim that he was unlawfully terminated due to his wife’s disability.
The Equal Employment Opportunity Commission (EEOC) recently issued its long-awaited final regulations interpreting the 2009 Americans with Disabilities Act Amendments Act (ADAAA).
The following is a checklist of the employment law notices that most Ohio employers are required to post under applicable Ohio and federal law.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other covered entities from discriminating based on genetic information.
A client recently called about an employee complaining that she was ready to return to work but was not being permitted to do so.
This week, the U.S. Court of Appeals for the Sixth Circuit (encompassing Ohio, Michigan, Kentucky, and Tennessee) handed the City of Columbus, Ohio, a victory in a battle with employees over the City’s requirement that employees submit a doctor’s note disclosing the “nature” of their illness upon their return to work from sick leave or restricted duty.
The Equal Employment Opportunity Commission ("EEOC") has several enforcement areas on its radar screen.