Discrimination and Unlawful Harassment

Doggone it! When an employee is allergic to a coworker’s service animal.

March 14, 2017 | by Eric B. Meyer

Who knew?

I received a lot of feedback on last week’s post. That was the one about an EEOC lawsuit alleging that a company violated the Americans with Disabilities Act when it allegedly failed to accommodate a disabled employee’s request to use a service dog.

Among the reader feedback was a question about what happens when permitting an employee to use a service dog would cause another employee’s pet allergies to flare up.

11th Circuit: It’s perfectly legal to discriminate against someone because she is gay

March 13, 2017 | by Eric B. Meyer

On Friday, the Eleventh Circuit Court of Appeals, generally considered one of the more conservative appellate courts, issued a mixed-bag ruling in a high-profile LGBT-rights case. Continue reading

On John Cusack, Pink Floyd, Title IX, and medical residencies.

March 9, 2017 | by Eric B. Meyer

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.

The fat lady’s ready to break into song about the federal blacklisting rules

March 8, 2017 | by Eric B. Meyer

Stick a fork in ’em. Continue reading

Supreme Court passes on transgender rights case…for now.

March 7, 2017 | by Eric B. Meyer

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.

Yo, dawg! EEOC sues employer over not letting trucker use his service animal for work

March 6, 2017 | by Eric B. Meyer

But, will the EEOC’s bark be louder than its bite?

I’ll discuss service animals and Americans with Disabilities Act accommodations after the jump…

How about we connect at the SHRM Employment Law & Legislative Conference?

March 3, 2017 | by Eric B. Meyer

Are you headed to Washington, DC for SHRM’s 2017 Employment Law and Legislative Conference on March 13-15? I’d love to meet up with you.

Well, unless you’re really creepy. Continue reading

This one will get you to hire slow and fire fast to avoid retaliation claims

March 2, 2017 | by Eric B. Meyer

As in faster than an employee can complain about discrimination to HR or to the EEOC.

A bipartisan — yes, bipartisan — Senate bill would make it easier for employees to prove age bias

March 1, 2017 | by Eric B. Meyer

Bipartisan, eh?

(Sorry, it’s the first thing I thought of)

110,000 reasons to remember that the ADA’s duty to accommodate starts before saying, “You’re hired.”

February 27, 2017 | by Eric B. Meyer

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.