News

Obsessive-compulsive disorder is an anxiety disorder characterized by uncontrollable, reoccurring thoughts and behaviors, and it can interfere with the ability to perform one’s job.

After last year’s landmark Supreme Court Groff v. DeJoy religious-accommodation case that strictly limited when employers can turn down requests, some employers took a hard line, demanding details about professed religious beliefs and solid documentation. But that is backfiring as courts set down strict standards on how much information employers can demand.

Regulations went into effect in June 2024 and the agency is now fully engaged in enforcing them through both the conciliation process and federal court litigation. If you haven’t yet read the regulations and changed your policies and practices to conform to the rules, there’s no time to lose.

The ADA provides the broadest protection for employees with sleep disorders. While the FMLA may provide time off for testing, treatment and recovery, the ADA may require more significant changes to the work environment, including scheduling changes and modified duties.

Hearing loss may affect major life activities such as working. People with hearing loss and related limitations may qualify as disabled under the ADA, entitling them to reasonable accommodations.

EEOC rules implementing the Pregnant Workers Fairness Act say employers should routinely grant pregnant employees’ requests for time off to attend pregnancy-related medical appointments. It’s so clear-cut that one employer just quickly agreed to settle when the EEOC threatened to file a failure-to-accommodate lawsuit under the PWFA.

We have an employee with hearing loss who refuses to wear hearing aids. She doesn’t seem to realize or care how this affects those around her when she can’t hear conversations, etc. How should we deal with this?

The ADA says job applicants simply aren’t required to reveal a disability unless they choose to do so. They can request accommodations at any time.

Gender dysphoria is not the same as one’s gender identity.

Title VII makes it unlawful for an employer to deny a reasonable accommodation to an individual who wants to practice their religion by, for example, observing a religious holiday or taking time to pray, unless doing so will create an undue hardship.