- “Before you fire that political extremist…” [Robin Shea, Eric B. Meyer, Philip Miles, Eugene Volokh, Tammy Binford/HRHero]
- Municipal worker with brain injury could not perform “the essential functions of his job,” per a neurologist’s letter, jury award plus backpay calculation totals $354,070 [Robin Shea on Stragapede v. City of Evanston, Seventh Circuit]
- “Trump suspends burdensome Obama EEO-1 form that cost $400 million” [Hans Bader]
- Court orders EEOC to revamp rules for employee wellness programs, under fire as ADA and GINA violation [Allen Smith/SHRM, Barbara Zabawa/WellnessLaw]
- A proposal from NYU’s Sam Estreicher: “‘Safe Harbor’ Rules for Cases of Chronic Hiring Aversion” [Journal of Law and Public Affairs, shorter version On Labor, also Sam Bagenstos response and Estreicher rejoinder]
- Nuclear Regulatory Commission regulations override ADA, so utility is allowed to dismiss nuclear plant employee displaying paranoid symptoms [McNelis v. Pennsylvania Power & Light, Third Circuit, via John Ross/Short Circuit]
Filed under: disabled rights, discrimination law, EEOC
2 Comments
I have been trying to find a definition for “chronic hiring aversion” without any luck. Does anyone have any idea?
Bob
To the readers in general: Regarding the first item of firing an employee for political beliefs, what do think of a situation where an at will employee of an elected governmental official publicly and financially supported the employer’s opponent in the coming election? Grounds for firing?