The biggest news this week is the EEOC’s release of the proposed regulations for the ADA Amendments Act of 2009. This post from Jackson Lewis provides some of the highlights. Note that these are proposed regulations. There is a 60 day period during which the EEOC will receive comments. After considering the comments, the EEOC will
How to Avoid Liability for Discrimination
A recent decision from the Eighth Circuit provides good training material about what "not to do" if you want to your company to avoid being liable for discrimination, and possibly punitive damages.
The EEOC filed suit against Siouxland Oral and Maxillofacial Surgery Associates, a medical clinic in Sioux Falls South Dakota. The complaint alleged that Siouxland terminated
Weekly Web Roundup
This week we are trying out a new feature on our Blog. A weekly round-up of important, interesting, practical, or funny employment law information and news posted in blogs or otherwise on the world wide web during the past week. Please contact us with any information or feedback. Here we go for the first edition:
Obesity as a Protected Class?
This post in HR Observations (Hat tip: Ohio Employer’s Law Blog) explores whether obesity could be the next characteristic to become protected under the anti-discrimination laws. A group called the "Obesity Action Coalition" complains that discrimination against obese people is widespread. Employer concern about rising costs associated with employee health coverage, workers’ compensation costs
Eighth Circuit Issues Important Ruling on Affirmative Action
In a ruling issued September 3, 2009, the U.S. Court of Appeals for the Eighth Circuit held that an employer that follows an affirmative action plan in making an employment decision can be guilty of unlawful race discrimination. The Court’s decision in Humphries v. Pulaski County Special School District is the first in the Eighth Circuit to address
Iowa Supreme Court Issues Important Ruling on Pregnancy Discrimination
Last week the Iowa Supreme Court issued a ruling in a pregnancy discrimination case that decided three issues significant to employers and employment litigators.
The first issue in DeBoom v. Raining Rose, Inc. involved whether an employee must actually be pregnant at the time of a termination to be protected by the Iowa Civil Rights Act’s