News

The 5th Circuit Court of Appeals says the law was legally passed and that the Constitution did not require in-person voting.

Make sure that when you’re trying to determine whether a worker’s medical condition means he can’t perform his job safely, you don’t rely on preconceived notions about a particular disease or syndrome.

Generally, obesity alone does not qualify as a disability under the ADA. A recent federal appellate court decision agrees with that premise.

A recently filed case puts a different spin on telework accommodations. A disabled employee asked to return to the office five days a week as her accommodation.

In recent years, federal courts have consistently sided with workers who have run out of leave and still need more time off before returning to work. However, there is a limit to how much time the disabled employee can take off.

A recently filed EEOC lawsuit provides a timely reminder for employers regarding the religious accommodations process and why you must not ignore a now-two-year-old Supreme Court religious accommodation case involving time off for religious services.

A memo encourages federal employees to display religious items, pray in groups when off the clock and encourage co-workers to join their faith.

Are temp workers covered under PWFA after clocking in once, even though they have not worked more than 1,250 hours?

Do you have a policy requiring injured workers to be 100% healed before they can return to work? Then get ready to write a big check, either for court-ordered damages or—if your lawyer is smart—to settle a lawsuit before it reaches the courtroom.

We are an employer covered by the FMLA. We have an employee who is pregnant and understand we need to accommodate her pregnancy-related conditions that lead to tardiness or absences. Do we track these separately? Or do we track this as FMLA leave, too?