Complaint: Richmond City Sheriff’s Office, Richmond, VA
AT&T to Pay $250,000 and Reinstate Employee to Settle EEOC Disability Discrimination Lawsuit
AT&T, a multi-national telecommunications company, will pay $250,000, reinstate an employee, and furnish other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. EEOC had charged the company with failing to provide a reasonable accommodation to a visually impaired employee who had worked for the company since 2001.
Catholic health system agrees to improve ADA compliance
Business Insurance
Presence Health, a Chicago-based Catholic health care system, has agreed to pay $500,000 to conciliate employees' disability complaints filed with the U.S. Equal Employment Opportunity Commission, the agency said.
The conciliation, which is a voluntary resolution of the complaint, results from a multiyear EEOC investigation that found that three Presence Health hospitals discriminated against disabled employees, the EEOC said Thursday in a statement.
ADA 'Drive-by' Lawsuits are Targeting Restaurants
Lexology
An increasing number of plaintiffs’ attorneys are targeting restaurants, bars, and retail establishments in urban areas for “drive-by” lawsuits under Title III of the Americans with Disabilities Act (ADA). Despite its commendable purposes, the ADA has been increasingly abused by individuals, organizations, and plaintiffs’ attorneys for monetary gain.
Chicago, New York City, Los Angeles, and other metropolitan areas have been hotbeds for these cases. It is not unusual for a single plaintiff to file 200 to 300 ADA lawsuits alone in a relatively short period of time. Fortunately, with an understanding of the anatomy of Title III cases, businesses can take proactive measures to deter and defeat these drive-by claims.
New ADA guidance reveals 8 things employers need to know
Hr Morning
The ADA’s interactive process has been one of the more vexing aspects of employment law recently.
Not only has the EEOC ramped up its oversight of this complex area, but the regulations surrounding the interactive process don’t paint a black-and-white picture of what exactly employers need to do.
Up in Smoke: Federal Court Rejects Claim that Employer Failed to Accommodate Medical Marijuana Use
Lexology
As more states legalize marijuana for medicinal and recreational use, the interplay among such laws, accommodation requirements under the Americans with Disabilities Act (ADA) or equivalent state laws, and employers’ drug-free workplace policies is playing out in the courts.
With regard to medicinal marijuana use and the ADA, employers are faced with a challenging and novel question regarding whether they are required to accommodate marijuana use for medicinal purposes that otherwise would violate their drug-free workplace policies.