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Summer Austin Wells is a member of the firm’s Labor and Employment Group and her practice is primarily focused on employment litigation as well as advising clients on a broad range of topics from day-to-day employment questions to drafting employment policies and procedures. Summer’s labor and employment practice is diverse and includes developing and implementing litigation strategy in a variety of labor and employment matters, including claims of discrimination and retaliation under Title VII, § 1981, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and claims under the Family Medical Leave Act. With experience in a wide variety of employment litigation disputes, Summer represents clients in a broad range of employment matters around the country. View articles by Summer

Sixth Circuit Confirms That The ADA Does Not Require Employers To Create Permanent Light Duty Positions For Disabled EmployeesGiving an employee temporary light duty does not mean you have to create a permanent light duty position as a reasonable accommodation, at least according to a recent Sixth Circuit case. Here are the facts the Court considered in Meade v. AT&T Corporation:

Stephen Meade worked for AT&T as a facility technician, installing and

Vive Les Email Liberte! French Law Locks Down Weekend Communications with EmployeesIn an effort to combat work-related burnout, the French government has a new labor law requiring employers with at least 50 employees to adopt written policies restricting the hours during which employees can send or receive emails, text messages, or any other digital, work-related communication. The goal is to cut the electronic leash that constantly

EEOC Files Its First Lawsuits Alleging Discrimination Based on Sexual OrientationThe Equal Employment Opportunity Commission (EEOC) has made it official—it will file lawsuits under Title VII based on sexual orientation discrimination. On March 1, 2016 the EEOC filed two federal lawsuits alleging that employers permitted hostile work environments because of sexual orientation and retaliated against those employees for complaining about the alleged harassment.

In EEOC