According to recent media reports, California gubernatorial candidate Meg Whitman released employment records to refute allegations that she knowingly hired an illegal immigrant as a nanny and housekeeper in 2000. These documents, which The Sacramento Bee posted at http://blogs.sacbee.com/capitolalertlatest/Diaz%20Forms.pdf, provide a good illustration as to why California employers should use caution before adopting employment applications, forms, or policies of other employers. Regardless of their source, using such materials without first consulting a lawyer may lead to problems.
Continue Reading Meg Whitman’s “Nannygate” Records are a Good Reminder that Employers Should Consult Legal Counsel Regarding Employment Applications, Forms, and Policies
LAW ALERT: Ninth Circuit Rules Disability Accommodations Must be Both Reasonable and Effective
A recent opinion from a federal appellate court serves as yet another cautionary tale for employers in the area of disability accommodations. The Ninth U.S. Circuit Court of Appeals’ decision in EEOC v. UPS Supply Chain Solutions suggests that employers must take proactive steps to ensure that accommodations being provided to a given disabled employee are not only reasonable but effective. The outcome in this case also underscores the need to commence and continue the interactive process and to consult with legal counsel promptly when confronted with disability-accommodation requests or issues.
Continue Reading LAW ALERT: Ninth Circuit Rules Disability Accommodations Must be Both Reasonable and Effective