In This Issue:
- ADA Reasonable Accommodation Requests: Avoid Rigid Policies and Consider Technology
- IRS Issues Guidance on Qualified Plan Amendments Regarding Same Sex Spouses
- OSHA to Refer Untimely Claimants to the NLRB
..Protections and Statutes of Limitation
..Going Forward – Be Proactive
- Excerpt from ADA Reasonable Accommodation Requests: Avoid Rigid Policies and Consider Technology:
The EEOC recently issued an "Informal Discussion Letter," addressing an employer's use of sample forms for responding to Americans with Disabilities Act (ADA) accommodation requests. The advisory letter underscores that reasonable accommodation requests must be reviewed on a case-by-case basis and that a “one-size fits-all” approach is to be avoided. In the advisory letter, the EEOC identified several parts of a sample policy and forms that it felt violated the ADA. It specifically indicated that setting absolutes in how individualized circumstances are addressed is dangerous.
Please see full Newsletter below for more information.
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Topics: ADA, Chief Compliance Officers, Compliance, Disability, Employee Benefits, Employee Rights, IRS, Marriage, NLRA, NLRB, OSHA, Qualified Health Plans, Reasonable Accommodation, Same-Sex Marriage
Published In: Civil Procedure Updates, Civil Rights Updates, Labor & Employment Updates, Tax Updates
DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.
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