Disability

Can anything be done to stymie this tide of questionable lawsuits?

As of now, fat shaming is, for the most part, a wrong without a remedy.

No one should discriminate against people with disabilities, but health care professionals must be extra vigilant.

The questions raised by the Americans With Disabilities Act can't be answered with a simple yes or no.

The show highlights a very real issue faced by many employees and employers in the workplace: mental illness.

A major common theme: powerlessness or a big workplace power differential.

Is stuttering a disability under the Americans With Disabilities Act?

A look at the justice system's bias against people with disabilities.

Can you be fired for farting up a storm (or for associating with someone who does)?

Meet a young lawyer with an inspiring boutique practice.

The pain and suffering of willful blindness! The scourge of tone deafness! And the heartbreak of being thin-skinned!

Employment-law columnist Richard B. Cohen tackles this controversial subject.

In an age when more states continue to decriminalize use of small amounts of marijuana, apartment management employees are getting a more common request: can medical marijuana be a reasonable accommodation because of a disability?

Just because it's unfair doesn't make it illegal.

How many legal professionals from Bingham are being allowed aboard the Morgan Lewis lifeboat -- and on what terms?

Imagine for a moment that you are the HR Manager for a company with many physically demanding jobs. One of your employees submits a doctor’s note prohibiting her from lifting anything over 25 pounds. Mindful of your obligations under the Americans with Disabilities Act (ADA), you check to see if the lifting restriction will prevent the employee from doing her job. Unfortunately, after checking the employee’s job description and talking with her supervisors, you conclude that lifting is a key part of the employee’s job (in legal terms, an “essential function”), and there is nothing practical that can be done (in legal terms, no “reasonable accommodation”) to allow her to perform her job. When you tell the employee that she cannot return to her job, she asks if there are other positions available within the company that she can be transferred to. You say you’ll look into it, but when you start asking around, things get complicated. There are a handful of open positions in other departments, but the job requirements are different and some of the positions already have applicants who seem better qualified. None of the positions have exactly the same pay as the employee’s warehouse position, so she would either be getting a raise or a demotion. What should you do?