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Correcting slipping hygiene may be unpleasant, but it’s necessary. Reiterating company policies on dress and grooming should do the trick unless the problem runs deeper than relaxed standards. That’s where the Americans with Disabilities Act comes in.

Be careful about ordering disabled employees to return to the office. The EEOC just sued an employer that insisted on requiring everyone to come back to the office, despite some having disabilities.

Two upcoming religious holidays make it an opportune time for employers to review the laws regarding religious accommodations.

Under the ADA, employers don’t have to go along with an accommodation that is unreasonable—one that, in the terminology of the ADA, “causes an undue hardship.” If you reject what you consider an unreasonable accommodation, be ready to explain why.

Competing needs may mean that even well-intentioned supervisors mishandle ADA accommodations. That’s why it’s important to train supervisors that they must honor approved disability accommodations and immediately refer all requests to modify accommodations to HR.

According to the Centers for Disease Control and Prevention, about 51.6 million U.S adults, or 20.9% of the adult population, suffer from chronic pain. Of those, about 117.1 million, or 7.8%, suffer from what is characterized as high-impact chronic pain, which is so severe or persistent that it affects an individual’s daily life, including at work and home.

The EEOC is pursuing lawsuits over sex discrimination, age discrimination and failure to accommodate disabilities.

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.