Americans with Disabilities Act (ADA)

I’ve written plenty about the complexities of the interactive process and accommodating disabled workers (such as here and here and here and here). Not all your employees need to understand those complexities. But everyone in an organization who receives employment applications or inquiries needs to understand that the obligation to accommodate extends to applicants

I’ve said before that one of the most daunting challenges facing employers today is understanding the extent of their obligation to accommodate disabled workers. The difficulty stems from the breadth of impairments that qualify as disabilities and how far the the law expects employers to go (in terms of expense, inefficiencies, and disruptions) to enable

In 2001, UPS hired Mauricio Centeno as a junior accounts payable clerk at its facility in Glendale, CA.  Centeno is deaf and has been since birth.  His primary language is American Sign Language and he reads and writes at a fourth or fifth grade level.  UPS provided him with an interpreter at monthly meetings and with written

Even after all these years, I’m still shocked when I read about employment cases in other jurisdictions and realize how different the result would be if the case had been in California.  The latest example is Nyrop v. Independent School Dist. No. 11, a decision issued earlier this month by the Eighth Circuit Court