The EEOC has stated in no uncertain terms that reasonable accommodation should be the new focus for employers of individuals with disabilities. In fact, an update to the EEOC guidance on reasonable accommodation was third on the agenda at this week’s Commission meeting, but it was bumped at the last minute. That’s a pretty big indication that employers are going to see an approved guidance in the very near future.
Here at the EE Blog, we’d like to have even more interaction with our readers, and what better way to do that than with a simple contest. To the right of your screen, you will see the link that will take you to the contest page. We’d like to hear your unique, funny, or interesting stories about going through the interactive process and finding reasonable accommodations for your employees. We will select the best entry, be it the funniest or even the most helpful, as the winner, and that person will receive prizes from the EE Blog. The contest runs for only a limited time, so check it out today. We look forward to hearing from you!
Folks, we told you this year would bring you some new ways to interact with the Employment Essentials Blog Team. Here’s the scoop on our newest bit of fun and education: a contest for our readers. And, no contest is complete without prizes!!! Sometime around the end of this month, you will see an icon/graphic in the right margin of our blog page that will take you to the contest screen for the rules on how to play and how to win. The hot topic for our contest is reasonable accommodation. Share your experiences – share the fun!
On Friday, in the same Republican state in the news last year at the center of the dispute between the National Labor Relations Board and Boeing, Inc., South Carolina District Judge David Norton ruled that the Board exceeded its authority in promulgating a rule requiring employers to post notices advising employees of their rights to unionize.
I promised you some useful follow-up on the issue of workplace bullying in my last column. The questions percolating in my mind as I delved into the topic were (1) what is bullying? and (2) how can I help my clients identify it? Consulting a dictionary is of little assistance. We know that bullying involves intimidation, threatening behavior, or even humiliation. But how does that manifest in the workplace?
On March 12, 2012, the Fourth Circuit issued its most recent opinion regarding Title VII sexual harassment. In June 2006, Carla Dulaney began working for PCA as a temporary hourly employee. In response to Dulaney’s inquiries about being promoted, Bobby Mills, the lead production worker on Dulaney’s shift, extended an offer of permanent employment to Dulaney.
As we previously discussed on this blog a few weeks ago, the United States District Court for the D.C. Circuit recently denied the request made by several employer trade groups to temporarily enjoin the NLRB from enforcing the requirement to post a notice to employees describing their right to form and join unions. Now, on the heels of this victory, the NLRB is at it again.
The Bureau of Labor Statistics recently reported that more than two million American workers are victims of workplace violence each year. In fact, homicide currently ranks as the fourth-leading cause of workplace fatalities in the United States. Recently, a psychiatric clinic associated with the University of Pittsburgh Medical Center (UPMC) unexpectedly, and unfortunately, became involved in these statistics.