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Posts from April 2015.

Allowing an employee to work four to five days per week from home is not a reasonable accommodation for most jobs under the Americans with Disabilities Act (ADA) after all. On April 10, 2015, the Sixth Circuit Court of Appeals issued its ultimate decision in  EEOC v. Ford Motor Co., a case arising from Ford’s rejection of an employee’s request to work from home several days per week to accommodate her disability (irritable bowel syndrome).

The use of independent contractors has come under attack in recent years. Several states have passed laws increasing the penalties for misclassifying independent contractors. Further, the U.S. Department of Labor aggressively investigates independent-contractor classifications. Courts also have limited the use of independent contractors by expanding the definition of “employee.”

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