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Recent Posts
- DOL Seeks to End 2020 With Possible Clarity on Tip Pooling
- Commissioned Employees? DOL Withdraws No-Retail and May-Be-Retail Lists for Certain Industries
- New DOL Rule on Joint Employer
- Michigan Takes Action to Raise Overtime Pay Threshold
- Department of Labor Increases the Annual Salary Threshold for “White Collar” Exemptions
- Overtime Pay Calculations under Review: DOL Issues Proposed Update to Regular Rate of Pay Regulations
- DOL Reveals New Proposed Overtime Salary Requirement
- Get Ready to Ring in the New Year with More Employment Law Changes
- Michigan Revises Paid Sick Leave Mandate and Minimum Wage Increases
- California Supreme Court Rejects De Minimis Exception and Requires Employers to Compensate Employees for Every Second of “Off-the-Clock” Work
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- U.S. Court of Appeals for the Sixth Circuit
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Showing 5 posts in Accommodation.
Another Sunny Year Awaits California Employers!
With holiday parties behind us and companies settling back into their normal routines, it’s the perfect time to highlight some recent changes in California employment law that may require your attention. Some of the laws outlined below, including the California Fair Pay Act, changes to piece-rate compensation requirements, and expanded anti-retaliation protections, may necessitate revisions to existing company policies or creation of new policies. More
Telecommuting Is Not a Reasonable Accommodation, Court Ultimately Finds
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). More
What to Expect When Your Employee Is Expecting: The Supreme Court Sheds Light on When Employers Must Accommodate Pregnant Employees
The U.S. Supreme Court recently held that an employee can establish a prima facie case of pregnancy discrimination if the employee can establish that she belongs to a protected class (i.e., is or was pregnant), she sought an accommodation, and the employer did not accommodate her but the employer accommodated others “similar in their ability or inability to work.” More
Court to Reconsider Its Decision that Telecommuting Is a Reasonable Accommodation
Allowing an employee to work from home four to five days per week might not be a reasonable accommodation under the Americans with Disabilities Act (ADA) after all. On August 29, 2014, in a rare move, the Sixth Circuit Court of Appeals vacated its earlier three-judge panel decision against Ford Motor Company. More
Telecommuting Might Be a Reasonable Accommodation
Allowing an employee to work four to five days per week from home may be required as a reasonable accommodation under the Americans with Disabilities Act (ADA). More
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Topics: Accommodation, Americans with Disabilities Act (ADA), Equal Employment Opportunity Commission (EEOC), Telecommuting