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I have offered the accommodations that an employee and her doctor requested. In fact, I even went beyond that, offering her free transportation to and from work. However, the employee is still refusing to come to work. Her workers’ comp benefit has ended. What are my next steps?

As more states legalize medical and other marijuana usage, employers must adjust their policies to conform to those new laws. That’s not an easy task.

Allergies are an incredibly common condition. Fortunately for employers, most allergic symptoms aren’t debilitating enough to constitute disabilities under the ADA. But for millions of employees, that’s not the case, so companies should be prepared to handle these instances.

President-elect Trump has vowed to begin mass deportations of undocumented immigrants as soon as he takes office. Executing such a sweeping plan will likely require the deployment of dozens if not hundreds of National Guard units. Depending on the outcome of legal challenges that are almost certain to be filed, military-reserve units could be called to service, too.

Questions about maximum time off and continuing allotments after a job anniversary.

Under the ADA, employers must reasonably accommodate disabled employees so they can perform the essential functions of their jobs. However, after unsuccessfully trying several accommodations, it may become clear that none will actually allow the employee to perform the essential functions. That changes the ADA equation.

Before Groff v. DeJoy, an employer only had to show that approving a request for a religious accommodation would have “more than a de minimis” impact on the employer. That made turning down requests easy. Not anymore.

Think twice before banning remote work, using different return-to-work rules or requiring employees to compete for their own job.

Under the Americans with Disabilities Act, individuals with a physical or mental condition that substantially impairs a major life function may be entitled to a reasonable accommodation. Having a chronic and potentially deadly viral syndrome may impact one or more of these life functions. Someone with HIV/AIDS may have challenges that require accommodations.

Disabled employees are entitled to reasonable accommodations that allow them to perform the essential functions of their jobs. Arriving at those accommodations is supposed to be an interactive process. If employers drag out that process, they run the very real risk of being sued.