Disability

HR CHEATSHEET: When an employee texts you from an Ebola quarantine tent

October 29, 2014 | by Eric B. Meyer

Five minutes ago, after taking the obligatory selfies and between games of Candy Crush, one of your employees texted (because, calling in, as if!) from an Ebola quarantine tent to alert you that she will be out of work for 21 days, while under observation for Ebola.

As an employer, what are your obligations? What workplace laws are implicated?

And, of course, because half of you are thinking it, can you just fire her?

Because this post has nothing to do with clicks or SEO — nothing whatsoever — click through for the answers…

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Tweet today with the EEOC about the Americans with Disabilities Act #EEOC4NDEAM

October 28, 2014 | by Eric B. Meyer

I’ll be at the SHRM Lehigh Valley Annual Conference today presenting “What’s Hot at the EEOC…and How to Avoid Getting Burned!” with the EEOC’s Mary Tiernan.

If you’re at the conference, stop by ~~with pizza and beer~~ and say hello with pizza and beer.

However, if you can’t make it, ~~Domino’s delivers~~, and you still want to get your Equal Employment Opportunity learn on, then there’s this from the from the EEOC:

Court gives cold shoulder to frostbite as an ADA disability

October 23, 2014 | by Eric B. Meyer

See that lede right there! That’s journalism, baby!

After the jump, let’s talk about what it means to have a disability under the Americans with Disabilities Act Amendment Act.

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Remember that a duty to accommodate may exist after childbirth

October 7, 2014 | by Eric B. Meyer

Seems one employer may not have received the memo. Now, the EEOC is taking aim. More on this and some tips for employers to avoid pregnancy-accommodation traps, after the jump…

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A company so concerned about an employee with cancer….it fired her?!?

September 19, 2014 | by Eric B. Meyer

That ain’t legal, yo.

I’ll tell you why after the jump…

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EEOC takes on fitness-for-duty medical releases; how to avoid the crosshairs.

September 10, 2014 | by Eric B. Meyer

Congratulations!

Your fitness-for-duty employee medical examinations are job-related or consistent with business necessity. So, they pass muster under the Americans with Disabilities Act. But, what about the medical information you request from employees in connection with those exams?

Oh yeah, there’s that too…

Ask for too much info and you might you be violating not only the ADA, but also the Genetic Information Non-Discrimination Act.

Rut roh! More after the jump…

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