It may come as a surprise that the answer to the above question is yes, or so a number of plaintiffs claim in lawsuits that have been filed recently
Last week, the EEOC released four revised publications on protection against disability discrimination in the workplace. The publications describe
The Ninth Circuit has recently held that Disneyland must consider whether to allow disabled persons who prefer to do so use a Segway rather than a wheelchair.
An employee experienced complications with her pregnancy toward the end of her second trimester.
My company is a firm believer in rewarding good behavior as opposed to punishing bad behavior.
One of our management employees has a spouse with some serious health problems.
We are a large company with operations in several states.
This question is a summer-vacation inspired twist on Revolinski v. Amtrak, an obesity-based disability discrimination case that was decided on May 24, 2011 the same day the Equal Employment Opportunity Commission (EEOC) regulations under the Americans with Disabilities Act Amendments Act (ADAAA) went into effect.
On March 25, 2011, the EEOC published its long-anticipated final regulations under the Americans with Disabilities Act Amendments Act ("ADAAA"), enacted September 25, 2008, and effective January 1, 2009.
We have an employee who has missed a lot of work because of various non-work related injuries, a fall off a motorcycle, a ski injury and various sore back claims.