Giving 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
A recent Eleventh Circuit case under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) approved Dollar General’s termination of an employee on leave. The timing of Dollar General’s decision could not have been worse (at least from a lawyer’s perspective)—the employee was still on leave for cancer treatment
The Americans with Disabilities Act (ADA) is 25 years old this year. I was a newly minted lawyer when this law emerged in 1990 and as I have grown, so have the number of disability discrimination lawsuits. In celebration of the ADA’s birthday, I thought we could celebrate with a quick review of an employer’s
Question: Your employee has a heart attack and wants to return to work sooner than you think he should. There’s nothing wrong with giving the employee additional time off or terminating the employee if you think the job will impede the employee’s recovery or cause another heart attack, right? Wrong! Baldwin Supply Company, a Minnesota
The EEOC has filed a lawsuit (EEOC v. ValleyLife, Civil Action No. 2:15-cv-00340-GMS) under the Americans with Disabilities Act (ADA) against ValleyLife, a disability support services company in Arizona, claiming that ValleyLife has failed to reasonably accommodate its employees with disabilities. According to the complaint, ValleyLife had a policy under which an employee
If a commercial driver is diagnosed with chronic alcoholism, can his employer terminate him a week later because his diagnosis excludes him from performing the essential functions of his job? In Jarvela v. Crete Carrier Corp., the Eleventh Circuit said yes. Crete Carrier terminated Jarvela because of his week-old diagnosis, determining that he was
The EEOC recently announced that it is suing FedEx Ground Package System for allegedly violating the Americans With Disabilities Act in their dealings with deaf and hearing-impaired workers nationwide. The suit claims that FedEx Ground failed to provide American Sign Language interpretation and closed-caption training videos during a mandatory initial tour of facilities and new-hire