A lawsuit filed by the federal government alleging that the ability to contract Ebola is a disability is “nonsensical,” according to the Massage Envy franchisee defending the case.
A former employee sued her employer under the California Fair Employment and Housing Act (FEHA) for violations of public policy after her request to rescind her resignation—made while her mental state was altered—was declined.
It’s not the fact that you lack an in-office foosball table or smoothie bar—your Millennial applicants may be giving you a pass due to something far more basic: lackluster insurance offerings.
An employee who accrued more than 7 weeks’ worth of unscheduled absences during her 50-week probationary period was not entitled to job protection under federal disability law, an appeals court has ruled.
The West Virginia Supreme Court of Appeals recently offered employers some guidance—and perhaps some encouragement—in determining whether an employee is a “qualified individual with a disability” and, more important, what’s “reasonable” when you’re accommodating an employee during the initial training period.
When asked if they have health, auto, or home insurance, 80% of Americans say they have at least two types, but only a third of employed Americans (34%) reported they have disability coverage provided by their employer, according to a new survey conducted online by Harris Poll on behalf of OneAmerica®.
There are numerous reported cases that address whether an employee suffered discrimination because of a disability, but not many of them are grounded on a “perceived” disability the employee didn’t actually have.
A Massage Envy franchise violated federal law when it fired an employee for traveling to Ghana, according to the U.S. Equal Employment Opportunity Commission (EEOC). The company acted on fears that its massage therapist might contract Ebola and, in doing so, violated the Americans with Disabilities Act (ADA), the commission has alleged in a lawsuit.
In a recent case, an employee suffered a stroke at work. Even after a 14-month leave of absence, her doctors could not state with certainty when she would be able to return to work. In that situation, it was clear her employer did not discriminate against her based on her disability when it terminated her […]
If an employee comes to work sick (as in the flu, fever, vomiting, etc.), do we have the right to send that employee home and make them use their Paid Time Off (PTO)? Or are we obligated to paying a sick employee if we decide to send them home?