A postal worker was fired from his job for his prolonged period of absence. However, the former employee claims that it was a case of discrimination. The case addresses the definition of disability and return to work agreements.
A three-judge panel of the 7th U.S. Circuit Court of Appeals handed down a decision recently that critics say upholds a precedent of the court while it runs counter to a U.S. Supreme Court decision. The case involves the Americans with Disabilities Act and the right of an employee who becomes disabled to a new position within the company. This is just one of many cases that discuss how far an employer must go to provide a reasonable accommodation under the ADA.
We are continuing our discussion of a recent decision handed down from a three-judge panel of the 7th U.S. Circuit Court of Appeals. The decision has reignited a debate between the Equal Employment Opportunity Commission and the 7th Circuit, which includes Wisconsin -- a debate that involves other circuits and the U.S. Supreme Court. The issue is whether the Americans with Disabilities Act requires an employer to reassign a worker who has become disabled; the reassignment would be considered a reasonable accommodation.
A 7th U.S. Circuit Court of Appeals panel handed down a decision recently that may continue the court's tougher stance on the Americans with Disabilities Act -- if the full court agrees with the decision. The panel stood by the court's precedent, ruling that the ADA does not require an employer to reassign a worker to a vacant position if a disability renders him incapable of continuing in his current position. The 7th Circuit includes Wisconsin, so this decision is binding here.
The Americans with Disabilities Act has made life a lot easier for many Wisconsin residents. Thanks to this important piece of legislation, employers, landlords and other fixtures of society have to make "reasonable accommodations" for people who have disabilities and are prohibited from discriminating against disabled citizens.
We are continuing our discussion of a recent employment law case. A federal court decided the case in favor of the employee, agreeing that severe obesity qualifies as a disability under the Americans with Disabilities Act. The Equal Employment Opportunity Commission took up the case after the claimant's death.
Technology is not always our friend, especially when it comes to physical activity. Parents everywhere say their kids spend more time texting or playing computer games than they do getting fresh air and exercise. Parents aren't immune, either. According to the U.S. Centers for Disease Control and Prevention, the obesity rate for adults has more than doubled over the past 20 years. In Wisconsin, more than 26 percent of adults are obese.
People with disabilities can face challenges when it comes to traveling even though the Americans with Disabilities Act guarantees equal treatment. Over the last two posts we offered travel tips and some may be especially helpful when it comes to traveling outside of the United States where the Americans with Disabilities Act does not apply. We will finish the travel tips discussion in this post.
During our last post, we wrote about how the Americans with Disabilities Act (ADA) guarantees that disabled people are treated equally under the law. Despite the Americans with Disabilities Act people with disabilities can still face challenges while traveling especially outside of the United States where the ADA does not apply. In this post we will continue to offer some travel tips specific to people with disabilities.
The Americans with Disabilities Act guarantees that disabled people are treated the same as those without disabilities under the law. The Americans with Disabilities Act (ADA) has helped many gain access who could not before its passage but as more people with disabilities travel life can still throw up some hurdles especially when traveling in a foreign country where the ADA does not apply. In this post we will discuss some travel tips that will help disabled travelers.