When is driving an essential function of a job? What if the employee drives herself to customers’ homes to provide services and now wants to use alternative modes of transportation? What if the employee’s request is because of a disability? A recently filed case, EEOC v. Alternate Solutions Health Network, et al., tees up
First and foremost, happy holidays. The Bradley team wishes you all a joyous and restful holiday season. Also, thank you to everyone who joined in for the Fourth Quarter Breakfast with Bradley. For those of you who missed it, we talked about ways to improve mental health in the workplace. You can find the recording
Last week, on the 50th anniversary of the Rehabilitation Act — which prohibits disability discrimination by federal contractors and other programs receiving federal funds — the EEOC and Department of Labor issued a resource guide for recruiting, hiring, and employing individuals with disabilities. The resource guide provides a helpful synopsis of the Rehabilitation Act’s
We promised to keep you updated with the EEOC’s proposed regulations for the Pregnant Workers Fairness Act (PFWA). Per its website, the EEOC is publishing the proposed regulation on August 11, 2023, and you have until October 10 to provide input.
Earlier this week, the EEOC posted a Notice
It’s time for the Pregnant Workers Fairness Act (PWFA). We’ve been warning you that the PWFA is coming and in less than a week, on June 27, the PWFA goes into effect. We’re still waiting on the EEOC’s proposed regulations but that should not stop you from complying, because on June 27 employees may begin
You may recall that the Pregnant Workers Fairness Act (PWFA) is modeled after the Americans with Disabilities Act and we blogged about the coming changes here. Given that the effective date is June 27, we’re back with an update highlighting some of the key points from the EEOC’s article titled “What You Should Know
Can you have a no pets at work policy? What if an employee has a service dog? What if it is an emotional support dog? As with all things legal (and ADA), it depends, and you should give some thought and engage in an interactive process before saying no.
Consider this scenario: Carmen, your receptionist
Most of us know that when an employee or visitor to a place of public accommodation requests a reasonable accommodation, the ADA requires an interactive process to make an individualized determination. But what about a request from a nursing intern to bring her service dog… to a hospital… around patients? Could this qualify as a
Do you have pregnant employees, employees returning from parental leave, or employees who have had a child or children in the last year? Recent updates to two laws may impact accommodations you provide pregnant and breastfeeding employees. Effective December 29, 2022, the Providing Urgent Maternal Protections for Nursing Mothers Act, also known as The PUMP
First and foremost, happy holidays!
We can’t pass up the opportunity to encourage you to stay off the naughty list by telling you about this Eighth Circuit case offering guidance on working with your employees who request ADA accommodations. In Joseph Mobley v. St. Luke’s Health System, Inc., the Eighth Circuit addressed an