ADA, Disabilities, and Accommodations
Treating pregnant workers fairly can be a challenge. New guidance from the EEOC may help employers navigate reasonable accommodations and undue hardship to create a great work culture.
Explore the balance between ADA compliance and operational needs through a shocking case study on workplace disability accommodation.
The recently enacted Pregnant Workers Fairness Act seeks to eliminate pregnancy discrimination and support pregnant workers. It provides some new standards that employers should be aware of.
The EEOC has released new guidance for employers on disability accommodations in the workplace, specific to visual impairments. The outlined process is similar for all disabilities, though the specific accommodations vary depending on the disability.
New federal legislation is creating additional protections for pregnant workers and new moms in the workforce.
What women should know about Federal protections when they are pregnant, have given birth, or are simply planning to become mothers.
Gender dysphoria is now considered a disability under the Americans with Disabilities Act and employers should be aware not to discriminate.
The Pregnant Workers Fairness Act, expected to become law during this session of Congress, requires employers to provide workplace accommodations to pregnant employees and job applicants.
Navigating the needs of high-risk workers in the right way is critical for employers to avoid inadvertently discriminating against an employee on the basis of disability, health condition, or age.
Employers are faced with challenges when trying to curb abuses of FMLA leave privileges, while at the same time caring for legitimate medical needs.