You must follow through whenever a disabled employee requests a reasonable accommodation.

The ADA limits time off as a reasonable accommodation if the job's essential functions include showing up for work.

Assume a request for religious accommodation is genuine and grant it if possible.

The case shows the legal folly of cutting corners on PUMP Act compliance.

Once HR makes an accommodation plan, do not allow supervisors to deviate from it.

If more than one accommodation works for a disabled employee, the employer can pick which to implement.

All forms of anxiety can be severe enough to constitute ADA disabilities.

Check out these six simple guidelines to comply with religious-bias law.

If an employee’s health condition changes, the interactive accommodation process must start all over again.

Most organizations likely employ a neurodivergent employee who may be entitled to workplace help.