Category: Employer Handbook

A Detroit nonprofit employee said the air in her office made her sick after a flood. She claimed the Americans with Disabilities Act (ADA) let her work from home instead. Her doctor agreed she should avoid mold but never said she couldn’t come in. After a short remote stint, she

From lapel pins to lanyards to slogans on uniforms, employees are bringing social causes to work, and HR is left balancing expression, inclusion, and workplace order. A recent federal court decision involving a “BLM” message on a Home Depot apron shows where those boundaries start to take shape. TL;DR: On

  A recent Eleventh Circuit decision highlights that offering reassignment instead of extending medical leave can be a reasonable accommodation under the ADA when the reassignment fits the employee’s restrictions and the circumstances. The court said the employer acted lawfully by offering another available position rather than more leave, which

A new Fourth Circuit decision applying the Supreme Court’s Groff v. DeJoy standard shows that “undue hardship” still has teeth. The court sided with an employer that denied a religious exemption from its COVID-19 vaccine policy, but its reasoning stretches far beyond vaccines or healthcare. TL;DR: In an October 2025

Most accommodation cases start with an employee asking to stay home.This one features the rare unicorn: a disabled worker who fought for the right to come in. TL;DR: A disabled IRS employee sued under the Rehabilitation Act after the agency required telework during COVID and turned down his request for indefinite

  Two employees break the same rule. One gets fired. The other gets another chance. That’s not just a management headache; it’s a discrimination lawsuit waiting to happen. TL;DR: A Michigan federal judge refused to dismiss a former security guard’s race discrimination claims after he was fired for sleeping on

Sometimes promotions move quietly through the ranks.No job posting, no formal applications, just a quiet internal decision. A recent Ninth Circuit decision reminds employers that even those informal moves can create risk under the age-discrimination laws. TL;DR: Three longtime employees in their 50s sued after their company quietly promoted a