On May 1, @shrmnextchat chatted with Eric B. Meyer (@Eric_B_Meyer), a partner at FisherBroyles LLP about the challenges of leave under the Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA).
Andrew trying to keep pace with his son Luke
Ask any HR professional about the workplace issues that create some of the biggest job-related headaches, and managing leaves of absence will most likely be at the top of the list.
Ever since the amendments to the Americans with Disability Act took effect in 2009, management-side employment lawyers have preached to clients that they should focus more on accommodating a disability rather than whether an employee has a disability in the first place.
Many employers have no-fault attendance control policies. Stated generally:
That’s right folks. It’s time for another edition of “Fact or Fiction”
Here’s the fact pattern with which we will work today.
Ah yes. We’re going to attempt to put the “human” in HR today.
**clutches icy-cold lawyer heart**
SHRM Connect is an online community where SHRM members can ask questions and get answers on a variety of HR topics. It’s a great place to network with other HR professionals and share solutions.
The conversation topics range from “HR Department of One” to Employment Law, are always insightful, and deal with some of the most pressing issues that HR professionals face in the workplace today.
But, will the EEOC’s bark be louder than its bite?
I’ll discuss service animals and Americans with Disabilities Act accommodations after the jump…
I know that many start-ups don’t consider human resources related laws when they are getting started. They focus on getting their product or service up and running, whether they have the suppliers they need and of course the potential market. If they consider HR at all it is in the realm of payroll. Most federal HR laws don’t kick in until a company has reached 15 employees. The FLSA kicks in at fewer employees if you are bringing revenue of at least a half million dollars. There are however other laws related to HR that you need to pay attention to, as Uber has discovered.
For someone who’s new in the field, it’s important to understand what reasonable accommodation is. The Americans with Disabilities Act (ADA) requires an employer to provide reasonable accommodation to individuals with disabilities in order to provide equal employment opportunities to individuals who are otherwise qualified to perform their core job functions. There are, however, a few things to keep in mind:
Over the past five years, workplace wellness programs have spiked in popularity and have become a popular way for employers to curb rising health care costs, while helping workers live healthier lives and be more productive.
Allergies at work.
When I make my youngest son’s school snack in the morning, I’ve got be sure that I don’t include any peanut products. This is because there are students at his school that are allergic to peanuts. Thus, I stick with beluga and creme fraiche.
Court Rules Pre-employment Drug Tests Not Medical Exams Under the ADA