Making physical modifications within the existing work environment is a healthy start on making the workplace more accommodating for future employees who may have disabilities. Even though employers are not required to make workplace changes until an accommodation is actually necessary, they do have an obligation under Title I of...
Making physical modifications within the existing work environment is a healthy start on making the workplace more accommodating for future employees who may have disabilities. Even though employers are not required to make workplace changes until an accommodation is actually necessary, they do have an obligation under Title I of...
It affects hiring decisions—think of negligent hiring and safety concerns. It affects you when you deal with performance problems—think attendance, productivity, and misconduct. It affects your quality control—think of monitoring phone and e-mail communication and Internet use. It affects giving references, and it even affects the information you maintain to...
The case study answers the question Can an employer deny a worker a job because it is pretty sure that the job will be a serious danger to him? Or does a worker have the right to deliberately and knowingly assume that danger, in essence saying "I know the risks...
Most companies are aware of their ADA responsibilities regarding physical facilities and work-related accommodations. However, many are not aware that the ADA also extends to the accessibility of their Web pages.Read more…
If a job applicant is found to be susceptible to sustaining injuries from repetitive motion, is that person disabled under the Americans with Disabilities Act? A federal appellate court has made a ruling with possible far-reaching implications in a case involving employers’ usage of "nerve condition tests."
If an employer makes an attempt to accommodate an employee with a disability and the arrangement fails, has the employer then met its responsibility under the Americans with Disabilities Act? That was the question recently posed before the U.S. 9th Circuit Court of Appeals. Read the article to know the...
The case study discusses, If an employer makes an attempt to accommodate an employee with a disability and the arrangement fails, has the employer then met its responsibility under the Americans with Disabilities Act? That was the question recently posed before the U.S. 9th Circuit Court of Appeals. Read the...
The article answers the question Did Employer Violate ADA when It Discharged Suicidal Employee? The appeals court concurred with the district court’s decision, adding that the ADA "does not require employers to take unnecessary risks when dealing with a mentally or physically impaired employee in an inherently dangerous job.
The ADA protects disabled people from discrimination in employment practices. Specifically, it states that covered employers shall not "discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training,...
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