Let’s say you decide to invest in new technology to track employee time and attendance. How would you respond if an employee refused to use the new technology based on their religious beliefs? Would you fire the employee, or permit the employee to keep track of their time some other way? The EEOC recently obtained… Continue reading Hand Scanning and Religious Accommodation

A recent case from Hawaii is a reminder that employers must engage in the interactive process to determine whether a reasonable accommodation might allow an employee to return to work, even after the employee has been out for more than 2 years and, even where the “interactive process would have proved fruitless.” In the case,… Continue reading Interactive Process Required After 2 year Leave of Absence

The EEOC recently sued an employer for age discrimination after the employer rejected a 58-year-old applicant because he did not fall within the employer’s “ideal age range of 45 – 52.” How did the EEOC learn about the employer’s ideal age range? The employer actually sent the applicant an e-mail during the interview process in… Continue reading Ideal Age Range? Not so Ideal