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Recent Posts
- 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
- Restoring Balance: Supreme Court Upholds Class Action Waivers in Employment Arbitration Agreements, Providing Employers with Some Relief from Rampant Wage and Hour Class Litigation
- Policy Innovation or Pandora’s Box? The Department of Labor Considers Revising Pay Calculations in 2018 Regulatory Agenda
- Department of Labor Issues New Opinion Letters, Reversing Obama-Era Policy
- Fair, Not Necessarily Narrow: Supreme Court Changes Course Regarding the Interpretation of FLSA Exemptions
- Overtime Calculations in California: California High Court Favors an Expansive Formula and Declines to Follow Federal Precedent
- After Cold Reception from Appellate Courts, DOL Rescinds Internship Enforcement Guidance and Adopts “Primary Beneficiary” Test
- A Tipping Point? DOL Reconsiders Stance on Tip Pooling
Topics
- Home Health Care
- Interns and Internships
- Attorney Fees
- California
- Salary
- Nondiscretionary Bonus
- Fair Labor Standards Act (FLSA)
- White Collar
- Exemption
- Department of Labor (DOL)
- Exempt Status
- Misclassification
- Overtime
- Classification
- Americans with Disabilities Act (ADA)
- U.S. Court of Appeals for the Sixth Circuit
- Equal Employment Opportunity Commission (EEOC)
- Telecommuting
- Independent Contractor
- Pregnancy Discrimination Act (PDA)
- Accommodation
- Discrimination
- Family and Medical Leave Act (FMLA)
- Occupational Safety and Health Administration (OSHA)
- Minimum Wage
- Michigan
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