Attorney Denise Hasbrook discusses the practical effects of the ADAAA amendments in this ninth video blog in her 20-part series addressing The Americans with Disabilities Act: Two Decades Later.
How is an employer supposed to treat a person in an interview who is clearly disabled?
In Stansberry v. Air Wisconsin Airlines Corp. (July 6, 2011), the United States Court of Appeals for the Sixth Circuit (which covers Ohio, Michigan, Kentucky and Tennessee) recently clarified what a plaintiff must show in order to prove a claim of associational discrimination under the ADA.
As a promised follow-up to my post of March 24, 2011 regarding the treatment of undocumented immigrants through the various workers’ compensation systems in the United States, another decision, this time from Florida, has been released that will further inform the debate.
The Equal Employment Opportunity Commission (EEOC) provided warning.
Roetzel Partner, Denise Hasbrook, explains key labor law issues from both the employer's perspective and the employee's perspective.
Roetzel Partner, Denise Hasbrook, explains how to avoid costly discrimination claims through a series of videos.
On March 25, 2011, the U.S. Equal Employment Opportunity Commission (EEOC) issued final regulations implementing the ADA Amendments Act (ADAAA), which prohibits employment discrimination on the basis of disability.
Ohio is now one of several states considering legislation to limit employer use of credit reports in making hiring and other workplace decisions.
Two recent U.S. Court of Appeals decisions clarify that employers may need to accommodate employees' disability-related difficulties in commuting to work.