News

A federal court has reinstated a Georgia police detective’s case against her employer after she produced evidence the police department regarded her as disabled when she was not.

Title VII provides that employees are entitled to reasonable accommodations for their sincerely held religious beliefs and practices. But what is a sincerely held belief? And how far can employers go to challenge that assertion?

As the White House deploys National Guard units to cities like Los Angeles and Washington, D.C., in increasing numbers, now is a good time for employers to review their obligations under two federal laws: the Uniformed Services Employment and Reemployment Rights Act and the Family and Medical Leave Act.

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.