Two New EEOC Disability Discrimination Cases – Reasonable Accommodation, and Disability Screening

I have pasted below clips from two new disability cases posted on the EEOC website. One case involves the reasonable accommodation issue, and the other case involves disability screening. Note, and this is important, EEOC website clips present only one side of the story. There is always more than one side. But I have attached these clips because they present the EEOC viewpoint, and they do highlight that there are a lot of business issues and situations involving and relating to disability discrimination.

David Tate, Esq., Royse Law Firm, Menlo Park, California office, with offices in northern and southern California.

This first clip is from a case involving American Airlines, dealing with reasonable accommodation. Again, I note that this is the EEOC viewpoint – I believe that the EEOC overstates the employer’s obligations.

This second clip is from a case involving Amsted Rail, dealing with alleged disability screening. Again, this presents only the EEOC’s viewpoint.

 

And below I have pasted additional materials, on different topics, that you might find useful:

Audit Committee 5 Lines of Defense 10222017 David W. Tate, Esq. jpg

 

One thought on “Two New EEOC Disability Discrimination Cases – Reasonable Accommodation, and Disability Screening

  1. Being aware of disability discrimination is a critical factor in risk management. Because the Americans with Disabilities Act covers so many areas of daily life – housing, working, accessing public services including the courts, restaurants, parking lots, airlines, colleges, websites — managers must include the ADA as part of their risk analysis and compliance.

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