Here’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.
With over 24 hours to marinate, I think back on Super Bowl LI and I’m still amazed.
I mean, how good does The Fate of the Furious look! Pretty sure there was a submarine chasing an orange Lamborghini on a frozen tundra! Yeah, now I know what Charlie Sheen truly meant by “Winning!”
Look, my betting days (largely derivative of my Vegas card-counting past) are behind me. But, while I’m here to dispense non-legal employment-law advice — we’ll get to that in a sec — I can give you a little non-gambling wagering advice too. If I had a spare sawbuck, I’d plunk it down on a parlay of Jason Statham for Best Supporting Actor and The Rock/Vin Diesel (tie) splitting the Best Actor award at the 2018 Oscars. Just sayin’.
And, here you probably thought that your Respect Cup for me couldn’t runneth over.
Continuing with yesterday’s theme of appellate courts peeing on the Cheerios of plaintiffs in failure-to-accommodate cases…
Wait, can I say that?
***Checks blogging scriptures***
***burps***
Yep.
I hear many of you are dying for my hot take on how Tenth Circuit Judge Neil M. Gorsuch may shape employment law as a member of the U.S. Supreme Court. Then again, those could be the voices in my head.
***Q-tips***
Ah, that’s better. Where was I? Oh yes, happy Groundhog Day.
The Third Circuit Court of Appeals has issued its first precedential decision confirming that the honest-belief doctrine defeats a retaliation claim under the Family and Medical Leave Act.
In plain English, the court in Capps v. Mondelez Global, LLC concluded that an employer can fire an employee whom it truly believes is misusing FMLA — even if the employer’s suspicion of FMLA fraud turns out to be wrong. That’s not FMLA retaliation.
When it comes to working for me as a blog minion, I don’t have many rules.
Actually, I do have many rules.
The answer to this question, because I’m a lawyer, is “it depends.”
Naturally, of course.
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Blogger Claus — that’s me, I’m the non-denominational, workplace-friendly Blogger Claus — wants to reward his good readers with some holiday cheer.
(The bad readers get two EEOC Charges and will be fed to Krampus).
I know y’all are waiting with baited breath — wait, hold do you bait breath? Like a putting a worm on a fishing line or something?
***Googles***
Right, as I was saying, I know y’all are waiting with bated breath for me to publish all of those reader-submitted holiday-party “yowzas” I asked you to email me yesterday. But, let’s give that one more day to marinate — build the suspense.
(You can still get in the on the party. Just read yesterday’s post and holler at your boy).
The Employer Handbook Blog