Total Articles: 11
Jackson Lewis P.C. • June 06, 2017
n a recent blog post, I discussed the fact that under the reasonable accommodation provisions of the ADA, employers generally are not required to provide their employees with a stress-free work environment or one that possesses a “just right” amount of stress, which I referred to as a Goldilocks work environment
Goldberg Segalla LLP • May 10, 2017
Is it reasonable for an Assistant Principal to return to her job if she has medical restrictions that prohibit her from interacting with potentially unruly students? The 7th Circuit examined this situation in Brown v. Milwaukee Bd. of Sch. Directors, which addresses “reasonable accommodations” under the ADA. Of course, the ADA requires employers to make “reasonable accommodations” that will allow a qualified individual with a disability to perform the essential functions of her job. So what is a reasonable accommodation? It depends on the company, the essential functions of the job, and the medical restrictions of the applicant or employee.
Ogletree Deakins • March 15, 2017
It’s true. The U.S. Equal Employment Opportunity Commission (EEOC) is taking the position that an emotional support animal may be a required reasonable accommodation in the workplace.
Jackson Lewis P.C. • November 22, 2016
In a case addressing a challenging accommodation scenario faced by many employers, a Florida District Court held in Hargett v. Florida Atlantic University Board of Trustees that an employee seeking a less stressful environment and an end to hostile confrontations with her manager was not seeking a reasonable accommodation. The employee suffered from epilepsy with seizures brought on by high tension and stress. She demanded as a reasonable accommodation that her supervisor cease his “hostile confrontations” with her. She also requested that her employer provide her with “calm, fair, non-confrontational treatment.”
Ogletree Deakins • January 04, 2016
The 6th U.S. Circuit Court of Appeals has held that under the Americans with Disabilities Act (ADA), an employer may rely on a credible, scientifically-based medical opinion to exclude someone from returning to work, even if that opinion is contradicted by another medical provider’s opinion.
Ogletree Deakins • October 28, 2014
Job restructuring is one of the accommodations that an employer must consider under the Americans with Disabilities Act (ADA) and its regulations. Recently, the 7th U.S. Circuit Court of Appeals held that if a minor adjustment to the work duties of a few other nursing home employees would have enabled the home’s hairdresser to perform the duty of pushing her customers’ wheelchairs to hairdressing appointments despite her disability, the nursing home’s refusal to consider making that adjustment was unlawful. Kaufmann v. Petersen Health Care VII, LLC, 7th Cir., 2014, No. 13-3661 (October 16, 2014).
FordHarrison LLP • October 07, 2013
Executive Summary: The Fifth Circuit Court of Appeals has held that a request for a reserved, free on-site parking space could have been a request for a reasonable accommodation under the Americans with Disabilities Act (ADA) even though parking did not relate to the performance of the employee's essential job functions. See Feist v. State of Louisiana, 2013 U.S. App. LEXIS 19133 (5th Cir. Sept. 16, 2013).
Ogletree Deakins • March 04, 2013
The use of light duty assignments to employees who are returning to work after recuperation from an illness or injury is an often used mechanism. The 7th U.S. Circuit Court of Appeals has held that neither the Family and Medical Leave Act (FMLA) nor the Americans with Disabilities Act (ADA) creates an obligation for an employer to provide light duty work to an individual who is unable – with or without accommodation – to return to the essential functions of his job. James v. Hyatt Regency Chicago, 7th Cir., No. 1:09-cv-07873, February 13, 2013.
Franczek Radelet P.C • September 25, 2012
The Eighth Circuit Court of Appeals has ruled that the American with Disabilities Act (ADA) did not require a power company to grant a diabetic employee’s request to work a straight day shift. (Kallail v. Alliant Energy Corporate Servs. Inc.) The employee was employed as one of several “resource coordinators” who monitor power distribution and schedule and route resources to respond to routine and emergency situations such as power outages. To provide 24/7 coverage, resource coordinators are required to work a schedule rotating between eight and 12-hour shifts, days and nights. As an insulin-dependent diabetic, the employee began experiencing erratic changes in her blood pressure and blood sugar which put her at higher risk for diabetic complications and death, a development her physician attributed to her work schedule. The employee asked to be accommodated with a straight day shift.
Ogletree Deakins • February 08, 2012
A Virginia district court has held, once again, that a hospital does not have to accommodate a nurse whose disability causes lifting restrictions so extensive that, in effect, she cannot perform the essential functions of her position.
Ogletree Deakins • July 30, 2010
Earlier this year, and in a case of first impression, the 3d U.S. Circuit Court of Appeals upheld an employee’s claim that her employer violated the ADA by refusing to change her work shift after she reported commuting difficulties based upon a visual impairment that made it difficult for her to drive at night. Now, in an unpublished opinion, the 9th U.S. Circuit Court of Appeals has issued a similar decision. In that case, the Court reversed a decision in favor of an employer, allowing an individual’s claim to go to trial on the issue of whether the company failed to accommodate the employee’s visual impairment when it refused to modify her work schedule to daylight only hours.