SHRM headquarters in Alexandria, Va..JPG
So, I’m diligently preparing and honing my delivery ***fart*** for my FMLA/ADA presentation this Tuesday at SHRM’s 2017 Employment Law and Legislative Conference in Washington, DC, when, what do I see? It’s a new SHRM study on “employer practices, policies, programs and benefits that address personal and family needs of employees.”

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John Cusack Headshot

Serendipity may be one of the worst movies of all time. Of this, I am sure.

Then again, I can’t stand John Cusack movies, especially that pretentious piece of one-know-what, High Fidelity. But, I’m not writing today to bash John Cusack. And, I’m not made of stone. Hot Tub Time Machine was pretty freaking good.

Rather, I found it serendipitous that I never really talk about  Title IX of the Education Amendments of 1972, which prohibits discrimination based on sex in any education program or activity receiving Federal financial assistance. Then, you get Tuesday’s post about the similarities between Title IX and Title VII.

And, I’m gonna give you another Title VII / Title IX post today.

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Gavin Grimm on Twitter (@gavingrimmva) https://pbs.twimg.com/profile_images/834652828698292224/ez_YxJ3p.jpg

I received a bunch of reader emails yesterday with requests for future blog posts.

One reader requested a follow-up to yesterday’s post about service animals and the ADA, asking that I address what happens when a service animal causes allergy issues for co-workers. Another reader sought input on heated political discussions at work as a gateway to a real hostile work environment. Both good ideas; I’ll get to them.

Today, however, I want to talk about Gavin Grimm and yesterday’s announcement from the U.S. Supreme Court to send his transgender rights case back to the United States Court of Appeals for the Fourth Circuit for further consideration in light of the guidance document issued by the Department of Education and Department of Justice on February 22, 2017.

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Pixabay.comHere’s a snippet from a recent EEOC press release:

The [Americans with Disabilities Act] protects employees from discrimination based on their disabilities and requires employers to make reasonable accommodations to employees’ and applicants’ disabilities as long as it does not pose an undue hardship.

That’s employees and applicants. And, that’s important.

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