A former executive assistant at a Detroit law group has filed a lawsuit alleging, because of a Mad Men like atmosphere, she was required to wear high heels which caused her to trip and injure her back. She sued after the firm didn’t provide her with a job after medical leave.
The Equal Employment Opportunity Commission (EEOC) appears to be sending a message to employers: You can’t automatically refuse to hire applicants who test positive for methadone, a medication prescribed in drug treatment programs for recovering opiate addicts.
It’s back to a trial court in a lawsuit against a manufacturing company’s employee screens for prescription medications. The company said it was only screening for meds with warnings about operating machinery. Employees say the tests violated federal law.
Here’s a tough call to make: A deaf employee drove forklifts safely on a daily basis for years. Then, a corporate policy said he could no longer do that for safety reasons. Do you bar him from operating forklifts? And what did a court have to say?
Blanket policies barring employees on light or limited duty from working overtime violate the Americans with Disabilities Act, according to the Equal Employment Opportunity Commission.
An employee was injured when she got into a fist fight while on a workplace shuttle bus. Can she get workers’ comp benefits for her injuries?
A deaf man applied to a mining company for a job. It didn’t hire him, and the man filed a lawsuit under the Americans with Disabilities Act (ADA). Who won?
Amtrak will have to pay a former job applicant $112,000 and make other changes as part of a settlement reached with the Equal Employment Opportunity Commission (EEOC).
An applicant was told he wasn’t qualified for a safety-sensitive job because of the “significant health and safety risks associated with [his] extreme obesity.” Now the applicant says the employer discriminated against him because of a disability — obesity.
Can companies make hiring decisions based on whether someone is more likely to be injured on the job? That’s the question in a lawsuit against a manufacturing company.
With all the reports about increasing use of painkillers, such as opioids, it’s no wonder some companies are testing employees for the legal substances for safety reasons. But, as this case shows, there’s a right way and a wrong way to do that.
A trucking company has agreed to pay $30,000 following its withdrawal of a conditional job offer. The applicant wasn’t able to provide a urine sample for a drug test due to a medical condition.
Safeway Inc. will pay a food clerk $27,000 and rehire her to resolve a federal disability discrimination lawsuit.
The Americans with Disabilities Act (ADA) allows employers to require that “an individual shall not pose a direct threat to the safety of individuals in the workplace.” What if an employee doesn’t want to be vaccinated for COVID-19? The U.S. Equal Employment Opportunity Commission (EEOC) has added a section to its Q&As about COVID-19 and […]
This company required its truck drivers with Body Mass Indexes (BMIs) of 35 or greater to be screened for obstructive sleep apnea. Did that violate the Americans with Disabilities Act (ADA)?
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