November 21, 2024
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Category: ADA

CWC’s Supreme Court Brief Argues Only Qualified Individuals Can Bring ADA Discrimination Claims

The U.S. Supreme Court should rule that a retired firefighter cannot bring an employment discrimination claim under the Americans with Disabilities Act, according to a friend-of-the-court brief filed by the Center for Workplace Compliance (CWC), our affiliated nonprofit membership association. The case, Stanley v. City of Sanford, Florida, involves a challenge by a retired employee who elected disability retirement 15 years after...
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October 10, 2024
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Category: ADA

U.S. Supreme Court Set To Hear Four Employment-Related Cases During New Term

The U.S. Supreme Court began its 2024-2025 term this week with several employment law cases on its docket: Stanley v. City of Sanford—This case concerns a disabled retiree’s challenge under the Americans with Disabilities Act of a change in retiree benefits that occurred more than 20 years ago. E.M.D. Sales v. Carrera—This case concerns the Fair Labor Standards Act’s exemption...
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September 12, 2024
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Category: ADA

CWC’s Updated ADA Reasonable Accommodation Compliance Guide

CWC presents an updated guide covering the reasonable accommodation requirements of the Americans with Disabilities Act (ADA). Our ADA Reasonable Accommodation Compliance Guide answers questions that could arise during the interactive process laid out in guidance from the Equal Employment Opportunity Commission EEOC). ADA charges filed with the EEOC have increased steadily, and the EEOC’s enforcement data show that disability discrimination charges...
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January 10, 2024
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Category: ADA

Tenth Circuit Rejects Open-Ended Leave as ADA Reasonable Accommodation

The U.S. Court of Appeals for the Tenth Circuit has ruled that a request for open-ended leave by a casino worker whose absences violated the casino’s no-fault attendance policy was not a reasonable accommodation under the Americans with Disabilities Act (ADA). In Davis v. PHK Staffing, the Tenth Circuit upheld a federal trial court’s grant of summary judgment for the...
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October 18, 2023
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Category: ADA

Eleventh Circuit Rules Again That ADA Does Not Allow Claim by Former Employee

Ever since the Americans with Disabilities Act (ADA) was enacted in 1990, federal appellate courts have disagreed as to whether a former employee may bring a discrimination claim under that law. In Stanley v. City of Sanford, Florida, the U.S. Court of Appeals for the Eleventh Circuit recently reaffirmed its position that the ADA does not permit such suits. Despite...
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September 11, 2023
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Category: ADA

Fourth Circuit Affirms That Expanded Damages/Jury Trials Not Available for ADA Retaliation Claims

The U.S. Court of Appeals for the Fourth Circuit has ruled that equitable relief is the only type of remedy available for retaliation claims brought under the Americans with Disabilities Act (ADA). On August 16, 2023, the Fourth Circuit held in Israelitt v. Enterprise Services that the ADA’s anti-retaliation provisions do not provide for compensatory or punitive damages or a...
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September 05, 2023
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Category: ADA

DOJ Proposes Expanded Web Accessibility Regulations for Public Sector Websites

The U.S. Department of Justice (DOJ) has proposed revisions to its rules governing the accessibility of state and local government websites under Title II of the Americans with Disabilities Act (ADA). The proposed rulemaking would not apply to private sector employers, which are covered by ADA Title III, but it sends a strong signal about DOJ’s attitude toward website accessibility,...
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August 08, 2023
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Category: ADA

EEOC Issues Updated Guidance on Visual Disabilities in The Workplace

The U.S. Equal Employment Opportunity Commission (EEOC) has issued new guidance on visual impairments in the workplace, entitled Visual Disabilities in the Workplace and the Americans with Disabilities Act. The guidance discusses the impact of new technologies and highlights new methods for providing reasonable accommodations. It also discusses mitigation of the potential disadvantages to visually impaired individuals that can result from...
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