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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.
Read MoreThe EEOC has filed its first lawsuit alleging violations of the Pregnant Workers Fairness Act. Don't make these same mistakes.
Read MoreHere’s a warning for employers that insist workers taking medical leave must be fully healed before returning to work.
Read MoreThe ADA requires employers to reasonably accommodate disabilities—if the employee asks.
Read MoreBefore anyone modifies or rescinds any accommodation, make sure the HR office reviews and approves it first.
Read MoreWhat about the right of employees to be free of religion at work—or at least the religion professed by management, owners or co-workers? Yes, that’s protected, too.
Read MoreIn a case that highlights the need for employers to take the Pregnant Workers Fairness Act seriously, U.S. Customs and Border Protection has agreed to pay $45 million to settle a class-action lawsuit filed by 1,000 agency employees.
Read MoreAre employers required to accommodate more than 12 weeks of leave when an employee is caring for a parent?
Read MoreOrdinarily, the employer gets to choose the ADA accommodation it prefers for a disabled employee, but there are limits, as this recent case shows.
Read MoreGenerally, employees who want to take FMLA leave are required to give their employers appropriate notice. For unanticipated leave—say, when a child suddenly becomes ill—workers need to give as much notice as practicable.
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