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By National Museum of American History – Image by Godot13, Public Domain, Link

Workplace accommodations can be easy.

For example, when an employee with carpal tunnel syndrome requests an ergonomic keyboard to perform his job, and his job involves a lot of typing, you get him the keyboard.

Or maybe you have an employee with Seasonal Affective Disorder, which is a type of depression that is exacerbated by gray overcast skies and poor indoor lighting. Several inexpensive lighting products can enable that employee to perform the essential functions of the job.

But, where employers often run into problems is with leave as an accommodation. Job transfers too.

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https://www.needpix.com/photo/180045/question-worry-wonder-unsure-confused-uncertain-asking-wondering-uncertainty

Beats me.

(Still, it seems like an excellent excuse to get back to basics and explain how courts analyze discrimination claims). Continue reading

In what I hope does not become a weekly feature here at The Employer Handbook, it’s time to update the readers on some new laws that NJ Governor Phil Murphy signed last week. Continue reading

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By U.S. Government – Extracted from PDF file here., Public Domain, Link

I’m sorry if you were expecting wild stories of employee shenanigans today. Yesterday, I asked for your stories, and I got nothin’! Y’all must work in the most compliant workplaces in America.

Speaking of which… Continue reading

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Image by diapicard from Pixabay

In 2020, the Americans with Disabilities Act turns 30. President George H.W. Bush signed it into law in 1990 to ensure civil rights for individuals with disabilities. Chia-Yi Hou at The Hill published a nice 30-year ADA recap here.

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Image by StockSnap from Pixabay

It’s bad enough when a federal judge refers to a plaintiff-employee’s behavior towards her manager as “harassing, stalking, disturbing, and menacing.” And, I apologize that I didn’t have enough room in the title of this blog post to mention the plaintiff’s profanity and fighting at work, or her arrests for drunk driving and drug possession.

So, you’d think that the plaintiff would cut and run after the district court dismissed her claims for pregnancy, sex, race, and religious discrimination claims. But, the plaintiff who referred to herself at work as “crazy” and “psycho” decided to appeal to the Tenth Circuit Court of Appeals.

And how do you think that went for the plaintiff? Continue reading

The Fair Labor Standards Act (FLSA) requires employers with 50 or more employees to provide new moms with reasonable break time and a private place to pump breastmilk.

Well, not all new moms; just the non-exempt workers; i.e., the overtime-eligible employees. But, new bipartisan legislation proposed last week in the Senate will change all that. Continue reading

“Doing What’s Right – Not Just What’s Legal”