Showing 76 posts in ADA.

EEOC Announces Proposed Regulations to Enforce the Pregnancy Workers Fairness Act

August 15, 2023 by Amanda Tzivas

On August 11, 2023, the Equal Employment Opportunity Commission (EEOC) published a notice of proposed rulemaking (NPRM) to issue regulations that would support the implementation and enforcement of the Pregnant Workers Fairness Act (PWFA).[1] Enacted in 2022, the PWFA requires covered entities (i.e., private and public sector employees with at least fifteen employees, Congress, federal agencies, employment agencies, and labor organizations)[2] to provide reasonable accommodations to qualified employees or applicants with known limitations relating to pregnancy, childbirth, or related medical conditions, unless the accommodation would impose an undue hardship on the covered entities' business operations. The PFWA became effective on June 27, 2023. More ›

Useful Road Map for Employers to Conduct Direct Threat Analysis Under the ADA

March 16, 2022 by Linda K. Horras

Most employers are familiar with the Americans with Disabilities Act (ADA) and its requirement  to provide reasonable accommodations to qualified individuals with disabilities. There is less certainty about the extent of this obligation. For example, what if no reasonable accommodation could eliminate the danger—the "direct threat"—the individual poses in the workplace? More ›

Guidance on Intersection Between ADA Workplace Accommodation and COVID Long-Haulers

August 11, 2021 by Linda K. Horras

Employees and employers now find themselves well into year two of a global pandemic. Unfortunately, some people who contract COVID-19 do not fully recover. Known as "COVID long-haulers," these individuals suffer from a range of conditions that persist well beyond when they first contracted the virus. The impacts of "long-COVID" have left some individuals disabled, by definition, under the Americans with Disabilities Act (ADA) and similar state and local laws. However, not every condition will qualify. Below, we consider steps employers can take to ensure they're providing appropriate accommodations and mitigating potential litigation. More ›

Title VII Enforcement Powers Against Employers Clarified by EEOC Opinion Letter

September 14, 2020 by Hinshaw & Culbertson LLP

On Thursday, September 3, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) issued an Opinion Letter shedding light on the agency's own ability to sue employers under Section 707(a) of Title VII of the Civil Rights Act. The letter clarifies two notable areas for employers. First, the EEOC does not have broad authority to file a civil lawsuit against an employer under Title VII without a finding of discrimination or retaliation. Second, the EEOC must follow procedural guidelines—investigate a charge of discrimination, find reasonable cause, attempt to remedy such practice by conciliation—before a civil lawsuit may be filed. More ›

EEOC Issues Guidance on Opioid Use and Accommodation in the Workplace

August 14, 2020 by Tom H. Luetkemeyer

The U.S. Equal Employment Opportunity Commission (EEOC) issued two technical assistance documents on opioid-related disability issues and reasonable accommodation. The first document (Guidance) employs a question and answer format and focuses primarily on typical questions employees may ask, although employers can also use it as a useful guide when dealing with the illegal use of opioids, the lawful use of prescribed opioids, employees who have a history of opioid use or abuse, and the accommodation responsibilities in each instance. The second document offers guidance to healthcare providers tasked with providing documentation for opioid-using patients seeking accommodations. More ›

CDC Issues Guidance That Serological Testing of Employees Violates ADA

June 24, 2020 by Hinshaw & Culbertson LLP

As more states are reopening and employees are returning to work, some employers will be considering testing employees for COVID-19 before allowing them to return to the workplace. In a prior post, we wrote about guidance from the EEOC that states that employers may test employees before returning to work as long as the testing complies with the Americans with Disabilities Act (ADA). We also wrote about the various types of COVID-19 testing available, including serological testing and diagnostic testing. Serological testing looks for the presence of COVID-19 antibodies, while diagnostic testing checks for the presence of the COVID-19 virus itself. More ›

EEOC Indicates Testing Employees for COVID-19 Does Not Violate ADA

May 22, 2020 by Hinshaw & Culbertson LLP

As businesses prepare to re-open, many employers will be concerned about the risk of workplace transmission of the COVID-19 disease. Testing employees before allowing them to enter the workplace is one preventative measure employers are considering. However, this measure has been clouded by uncertainty, because a test for COVID-19 could be considered a medical inquiry under the Americans with Disabilities Act (ADA), which is only permitted if the inquiry is job-related and consistent with business necessity. More ›

Employers Beware: Terminating an Employee with COVID-19 May Violate Several Federal Statutes

May 21, 2020 by Hinshaw & Culbertson LLP

Throughout the COVID-19 pandemic, the issue of whether an employer may lawfully terminate an employee who has contracted COVID-19 has continued to arise. Terminating an employee because they have contracted COVID-19 carries significant legal risk. Some employers might consider the decision to terminate an employee a safety measure meant to protect employees and customers from coming into contact with someone who has had the illness. But doing so may run afoul of several federal statutes, including the Families First Coronavirus Response Act (FFCRA), as well as the Family and Medical Leave Act (FMLA), and the Americans with Disabilities Act (ADA). More ›

Seventh Circuit Issues Another ADA Decision Involving Obesity Disability, Finds Future Impairments Are Not Covered

November 8, 2019 by Tom H. Luetkemeyer

The Seventh Circuit Court of Appeals has issued another ruling regarding an obesity-related disability accommodation request under the American with Disabilities Act (ADA). Earlier this past summer, we reported on another Seventh Circuit case, in which the court held that obesity is not an ADA-protected disability unless it is caused by a physiological disorder or condition. In Ronald Shell v. Burlington Northern Santa Fe Railway Company, the Seventh Circuit reversed a district court's decision, and ruled that an obese applicant for a safety-sensitive position—who was not hired due to his obesity—cannot claim discrimination under the "regarded as" prong of the ADA. More ›

Federal Court in Montana Rules Demand for a Supervisor Reassignment is not an Appropriate Accommodation under the ADA

November 4, 2019 by Tom H. Luetkemeyer

If you do not like your boss, can you demand your employer provide you with a new one? A federal district court in Montana recently rejected such an accommodation request in a well-reasoned case involving the Americans with Disabilities Act (ADA) and related state law. While the court did not rule out the requested accommodation as unreasonable as a matter of law, it did find the request was not appropriate under the facts of the case. More ›

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