U.S. Department of Labor says employees may take protected FMLA leave to attend Individualized Education Program meetings for child with a serious health condition.
The Court held that basing an employee’s termination on issues that were not promptly addressed or documented in discipline to the employee is not in and of itself, evidence of pretext.
The Seventh Circuit held that a previously granted accommodation prevented an employee from performing an essential function of her job after her job duties changed. Accordingly, the employee was no longer qualified for her job.
The Second Circuit recently held that plaintiffs bringing disability discrimination claims must meet the higher but-for causation standard, rather than a mixed-motives standard.
The Connecticut Appellate Court affirmed summary judgment for an employer by holding intermittent leave was not a reasonable accommodation when attendance was an essential function of the employee’s position.