The claim du jour is website accessibility.
Plaintiffs are suing businesses in alarming numbers alleging that websites are not accessible to persons with disabilities. In this alert, Fox attorneys
On September 27, 2017, at noon, I will be presenting a webinar entitled “2017 Update: Accommodating Employees With Disabilities.” The program is intended for human resource professionals and anyone else who fields requests for accommodation for their employer. I will explain what constitutes a disability, the extent of employers’ duties to engage employees
I was recently invited to contribute a chapter on employment law to the 2017 Israel Desk International Legal Guide. As more and more Israeli companies bring their operations to the U.S., they learn firsthand the intricacies of our employment laws. The chapter outlines six trends that I suggested that they pay attention to. They include
A December 2016 publication from the EEOC titled “Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights” doesn’t exactly break new ground. It does, however, highlight issues that arise repeatedly in disability discrimination cases and, therefore, bear repeating. Here are the key takeaways:
The year end is a time for reflection, and one theme in my practice this year has been the failure of managers (and some HR professionals) to fully understand the interactive process, and to inadvertently cause liability by imposing a 100% healed policy.
Here’s how it often works. An employee goes out for a
I recently participated in a panel discussion about ADA/FEHA reasonable accommodation and interactive process issues for the LA County Bar Association. I presented on a panel with a plaintiff’s attorney and a disability rights expert/mediator.
Despite our differing points of view, there were many
Reasonable accommodation issues are tough. Employees often want a lot of things that are not justified by a doctor’s note, and appropriately documenting the interactive process can be an uphill battle.
If you are in the LA area and have burning questions about how to reasonably accommodate employees under the ADA and California’s FEHA, then
Trying to keep track of all of California’s paid sick leave requirements is a daunting task. The state has its own rules and then so do seven municipalities, with Los Angeles joining the list July 1, 2016. Wouldn’t it be great if there was a single chart that contained all the requirements? Well now,
Scenario 1: Someone walks in to one of your locations and requests an application. The applicant has one arm. The manager doesn’t think there’s any way that someone with one arm can do the job. Can the manager tell the applicant not to waste
Rather than coming up with New Year’s resolutions for myself, I find it much easier to come up with resolutions for others. Here are my suggested resolutions for California HR professionals:
