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The Americans with Disabilities Act requires an employer to provide a reasonable accommodation to an employee with a disability, when doing so will permit that employee to perform the essential functions of the job. Examples of reasonable accommodations include reassigning non-essential job functions to other employees, a transfer to another open position for which the employee is qualified, and temporary light-duty assignments.

But what about permanent light duty?

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Read my lips. I love each and every one of my readers.

Now, I know what you’re thinking, “Not creepy at all.” But, would you believe that I stayed up all night practicing that until I got it just right? In unrelated news, shares of Phillip Morris are trending up 30% before the opening bell. Now, how about nominating The Employer Handbook for the ABA Blawg 100 Amici?

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The lede comes directly from last Thursday’s much anticipated decision, in which the Seventh Circuit concluded in Hively v. Ivy Tech Community College (opinion here) that Title VII of the Civil Rights Act of 1964, the federal workplace anti-discrimination statute, does not protect workers from discrimination based on LGBT status.

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Are you prepared to address drug- and alcohol-related disabilities and leave issues under the FMLA and ADA?

At some time in their lives, millions of Americans have abused drugs and alcohol. While many are in recovery, others continue their struggle. Inevitably, your workforce will feel the impact.

Join this new discussion to learn about the applicable employment laws, available accommodations and leave options under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) and hear recent court cases and legislation and take away some best practices you/your organization can use.