In this episode, Jen unpacks the latest EEOC guidance on telework as a reasonable accommodation for disabilities and religious beliefs—and what it means for California employers.
Articles about the Americans with Disabilities Act (ADA), and other issues relating to disability discrimination in the workplace.
Telework as an Accommodation: Guidance for HR on Disability and Religious Requests
Since the COVID-19 pandemic began in March 2020, telework has become a normal part of many workplaces. For HR professionals, though, remote work raises new compliance questions—especially when employees request telework as an accommodation. The
Littler Lounge: Pull Up a Chair! Let’s Talk Leave and Accommodations
Littler Lounge: Pull Up a Chair! Let’s Talk Leave and Accommodations
Hosts Claire Deason and Nicole LeFave welcome Littler attorney Alexis Knapp for a deep dive into the world of leave and accommodations. From the surge in mental health-related requests to the role of return-to-work policies in leave requests, Alexis
Dealership Denies Disability Dog—EEOC Fetches $30k Consent Decree
In a cautionary “tail” about the importance of engaging in the interactive process, when a Maryland automobile dealership allegedly denied an Iraq War veteran’s request for a service dog to manage panic attacks from post-traumatic stress disorder (PTSD), the U.S. Equal Employment Opportunity Commission (EEOC) filed suit on his behalf.
Case-by-Case Approach Helps Financial Services Successfully Navigate Disability-Related Remote Work Requests
TakeawaysEmployee requests to work from home have become increasingly common, often as a form of reasonable accommodation under the ADA.For employers in the financial services industry, these requests can raise complex questions about security, compliance and the essential functions of a role.Employers can meet multiple objectives by applying a structured, case-by-case approach to work-from-home requests.Article
No Return, No Case: Michigan Federal Court Rejects ADA and Retaliation Claims After Extended Leave
On August 19, 2025, the U.S. District Court for the Eastern District of Michigan held that an employee was not protected under the Americans with Disabilities Act since he had not been medically cleared to return to work and could not perform his essential job functions. The decision in Haack
Employers Be Warned! Prior Remote Work May Preclude Hardship Defense
On August 13, 2025, the United States District Court for the District of Columbia issued a decision addressing an employer’s obligations under the Americans with Disabilities Act (ADA) in the context of remote work accommodations. The court’s decision presents a cautionary tale for employers with employees working remotely.
Supreme Court Rules ADA Does Not Extend to Retirees
On June 20, 2025, the Supreme Court of the United States (the “Supreme Court”) issued a decision in Stanley v. City of Sanford, Florida, holding that the Americans with Disabilities Act (“ADA”) does not extend to discrimination claims from retired employees who are no longer working or seeking employment.
Second Circuit Affirms that ADA Workplace Accommodation Protections are Broad
Employees with disabilities may be entitled to reasonable accommodations even if they can perform the essential functions of their job without an accommodation.
ADA Accommodations Are Not Set in Stone
Granting a reasonable accommodation under the Americans with Disabilities Act (ADA) does not render that accommodation sacrosanct. A case recently decided by the U.S. Court of Appeals for the Seventh Circuit illustrates two critical reasonable accommodation principles: (1) reasonable accommodations can change as circumstances evolve; and (2) the employer is
Supreme Court: Retirees Who Cannot Work are not “Qualified Individuals” Entitled to Protection Under Title I of the Americans with Disabilities Act
On June 20, 2025, in Stanley v. City of Sanford, the United States Supreme Court concluded that a retiree who could no longer work because of a disability is not a “qualified individual” entitled to protection under Title I of the Americans with Disabilities Act.
Fourth Circuit Rules for Employer When Employee Failed to Participate in Interactive Process
In a recent decision, the Fourth Circuit Court of Appeals highlighted the requirement that employees requesting an accommodation under the Americans with Disabilities Act (ADA) must engage in the interactive process with their employers. The court in Tarquinio v. Johns Hopkins University Applied Physics Lab affirmed that the employer acted
Unreasonable Delays and IMEs: The Fifth Circuit Provides Guidance on Reasonable Accommodations Under the ADA
A recent case from the U.S. Court of Appeals for the Fifth Circuit offers insights on several interesting aspects of claims under the Americans with Disabilities Act (ADA), including the impact of an extended delay in the interactive process following a request for reasonable accommodation, and the legitimacy of an
Timing Is Everything: SCOTUS Shuts Down Retiree’s ADA Post-Employment Benefits Claim
TakeawaysSCOTUS ruled that retirees who do not hold or seek employment at the time of the alleged discrimination are not protected under Title I of the ADA. The decision does not necessarily preclude all claims from retirees or all claims about retirement benefits.An ADA plaintiff must plead and prove that at the time of the alleged discrimination, they held or desired a job and could perform its essential functions with or without reasonable accommodation.Related links
Supreme Court Rules Retired Disabled Employee Cannot Bring ADA Claims Over Post-Employment Benefits Change
On June 20, 2025, the Supreme Court of the United States held that a former firefighter forced to retire after developing Parkinson’s disease could not bring claims under the Americans with Disabilities Act (ADA) over a change to her post-employment health insurance benefits. The ruling addressed a circuit split over