December 2016 E-update
EEOC Issues Workplace Rights Resource Document for Individuals with Mental Health Conditions
The Equal Employment Opportunity Commission issued a resource document explaining workplace rights under the Americans with Disabilities Act for individuals with mental health conditions….Read More.
Court Holds ADA Does Not Require Reassignment Without Competition
A federal appellate court rejected the Equal Employment Opportunity Commission’s position that the Americans with Disabilities Act mandates noncompetitive reassignment as a reasonable accommodation…..Read More.
OSHA – 5-Year Injury Recording Rule
The U.S. Occupational Safety and Health Administration has issued a final rule that reaffirms the requirement for employers to make records of workplace injuries and maintain such records for five years following the injury…Read More.
Philadelphia – New Wage History Legislation
The Philadelphia City Council has passed a city-wide ordinance that prohibits employers from inquiring about or requiring disclosure of an applicant’s wage history during the hiring process. This legislation follows the first state law to ban salary history inquiries, which was passed by Massachusetts in August 2016….Read More.
DOT – CDL Drug and Alcohol Clearinghouse
On December 2, 2016, the U.S. Department of Transportation announced a final rule establishing a new “Commercial Driver’s License Drug and Alcohol Clearinghouse.” The clearinghouse database will serve as a central repository for records of violations by CDL holders of the Federal Motor Carrier Safety Administration’s drug and alcohol testing program…Read More.
DC – New Paid Family and Medical Leave Law
On December 20, 2016, the District of Columbia Council approved the Universal Paid Leave Act of 2016, an expansive family and medical leave bill, but the bill is still subject to a possible mayoral veto and Congressional review….Read More.
DOL – Misclassification Webpage
Employers should be aware that there are no “magic words” for requests for reasonable accommodation under the Americans with Disabilities Act. A recent case, Cady v. Remington Arms Co., provides a striking example of when communications about an employee’s physical condition may constitute a request for reasonable accommodation…..Read More