The perception among some folks is that discrimination lawsuits are almost always frivolous. Some people believe discrimination could never happen to a good worker. One of my clients illustrates the fallacy of that belief.
Sue worked hard for her employer, a major employer in San Antonio. She thrived despite disabilities such as spina bifida
Michael Fox (not the actor) writes a nice blog on employment law from the employer’s perspective at: http://employerslawyer.blogspot.com/. He wrote recently about a jury result in Madison, Wisconsin. A jury awarded $2 million to a teacher who sought the simple accommodation of a class 
room with a window. Otherwise, she was subject to crying spells
The ADA was amended substantially in 2009. See prior discussion here. With the new ADA in place, disability cases will be more about the accommodation process and less about whether a person is disabled. Workplace Prof discusses a case that sheds some light on the accommodation process. An employee seeking accommodation must present his/her
Fitness for duty exams are not popular with the workforce. They can be very stigmatizing. But, employers want to know if an employee has issues that could affect business. Most caselaw says fitness for duty exams for unspecified reasons are not justified – they are perceived s a backdoor to discriminate based on disability. But
How much accommodation is enough? There is surprisingly little caselaw on the subject. Most issues arising under the old ADA concerned whether a person was truly a person with disability.
Now that the ADA hs been substantially amended, we will surely start seeing more accommodation issues. In EEOC v. UPS Supply Chain Solutions, we see
A recent Third Circuit Court of Appeals decision finds that a change in shifts is indeed an accommodation which an employer may have to provide in certain circumstances. In Colwell v. Rite Aid, the employee had no vision in one eye due to glaucoma. So, she could not drive at night. She asked to
The Fifth Circuit Court of Appeals issued a good decision on reasonable accommodation recently. EEOC v. Chevron Phillips Chemical Co., LLP. One of the few decisions to plumb the depths of acommodation and how the interactive process should work. The lower court granted summary judgment in favor of the employer. That is