Overview: The Americans with Disabilities Act (ADA) requires that employers provide reasonable accommodations to qualified individuals with disabilities, unless doing so would cause an undue hardship on the employer's business.
An employer's duty to make reasonable accommodations extends to all employment decisions, and it applies to job applicants and full- and part-time employees. Examples of accommodations include:
Trends: The Equal Employment Opportunity Commission (EEOC) has entered into multi-million dollar settlements with employers that inflexibly and universally apply a leave limit policy (such as no-fault attendance policies) without looking at the reasonable accommodation requirements of the ADA.
Author: Melissa S. Burdorf, JD, Legal Editor
This podcast features an in-depth look at the rise of state pregnancy accommodation laws and what employers need to know about this trend with Boston employment attorney Catherine Reuben, of Hirsch Roberts Weinstein LLP.
Updated to include information on a medical marijuana case under state law.
Updated to include amendments on employer coverage under the Missouri Human Rights Act, effective August 28, 2017.
UPS has agreed to pay $2 million to settle an Equal Employment Opportunity Commission nationwide disability discrimination lawsuit alleging the company's inflexible leave policy violated the Americans with Disabilities Act.
Updated to include the forthcoming Massachusetts Pregnant Workers Fairness Act.
Massachusetts employers will soon have additional compliance requirements under the state Pregnant Workers Fairness Act, which addresses workplace pregnancy-related accommodations.
Employer considerations once an employee or applicant requests a reasonable accommodation. ADA help for the HR professional.