On April 16, 2015, the Equal Employment Opportunity Commission (EEOC) released a long-awaited proposed rule and supplemental guidance addressing
The American Psychiatric Association has published the latest revision to the Diagnostic Statistical Manual (the "DSM-5"), which could expose
On October 26, 2012, the Copyright Office issued its final rules regarding exemptions to the anti-circumvention provisions of the Digital Millennium Copyright Act.
Late Friday afternoon, the Obama administration announced that it had decided to terminate a significant component of the 2010 health-care reform law, ending a program to offer Americans insurance for long-term care because it was too costly to be viable.
On October 7, 2011, the Federal Communications Commission (“FCC”) adopted new rules that implement provisions of the Twenty-First Century Communications and Video Accessibility Act of 2010 ("CVAA").
As the debt reduction “super committee” tasked with finding at least $1.2 trillion in savings by late November continues to meet, healthcare providers with a stake in the committee’s action (or inaction) have begun to weigh in on the deficit reduction process.
On May 20, 2011, the Northern District of California, denying the employer’s motion for summary judgment, held that the employer “could not enforce a maximum leave policy without first considering whether a reasonable accommodation such as an additional short term leave would be appropriate” after the employee exhausted available leave.
On May 24, 2011, the Equal Employment Opportunity Commission's final regulations and interpretative guidance for the ADA Amendments Act of 2008 ("ADAAA") became effective.
In the recent case of Tony Hook v British Airways plc (2011) EWHC 379 (QB), the High Court was asked to consider whether UK and EU aviation legislation created a private law cause of action sounding in damages in relation to alleged disability discrimination by an airline.
On April 14, 2011, the Second Circuit ruled that an employee's continued presence at work does not preclude a finding that the employee was disabled during that time.