Texas courts routinely look to and take guidance from federal law when evaluating claims under the Texas Commission on Human Rights Act. The TCHRA is the Texas state law that prohibits employment discrimination on the basis of disability (and other status) and requires employers to provide reasonable accommodation to qualified individuals with disabilities.
Continue Reading Texas Court Holds Request for Reasonable Accommodation is not Protected Activity
Fifth Circuit Holds That Telecommuting Not a Reasonable Accommodation Because Regular In-Office Work Was Essential Job Function of Litigation Attorney
In Credeur v. State of Louisiana, an attorney working as a litigator with the attorney general’s office experienced health issues related to a kidney transplant. The Office of the Attorney General allowed Credeur to work from home temporarily while she was recovering from her transplant surgery. After several months of telecommuting, the Office of
Everyday is Take Your Dog to Work Day: EEOC Sues Employer Alleging Ban on Service Dog at Workplace
One of the consequences of the Americans with Disabilities Amendment Act’s expanded definition of disability is that employers are facing a much larger number of accommodation requests and therefore a greater number of potential accommodations. Anecdotally, I have seen a sharp uptick in the number of employees asking employers to bring animals to the workplace
EEOC Publishes Resource on Employer-Provided Leave and the Americans with Disabilities Act
This week the EEOC published a resource document intended to provide guidance on providing disabled employees with leave of absence as a reasonable accommodation.
According to the Commission,
[It] continues to receive charges indicating that some employers may be unaware of Commission positions about leave and the ADA. For example, some employers may not know
Fifth Circuit Resolves Intra-Circuit Split on Important ADA Issue
Last month the Fifth Circuit resolved an intra-Circuit split on the appropriate prima face case that should be used in a discrimination case under the Americans with Disabilities Act. In EEOC v. LHC Group, Inc., the EEOC brought suit on behalf of a home health field nurse who was terminated after she was rendered unable
Broad Definition of Disability Can Provide Some Advantages for Employers in Disability Suits
The Americans with Disabilities Amendments Act greatly expanded the definition of what constitutes a disability. Consequently, it increased the number of employees who qualify for the protections of the Act (or as I often lament, we’re all disabled). A positive consequence of this broad definition of disability for defendant-employers is the increased likelihood that in any disability discrimination case
Two Recent “Yawn” Employment Cases from the Texas Supreme Court
There have been two employment cases decided by the Texas Supreme Court in the last several months. However, because I expect them to have little impact on Texas jurisprudence, I have not been compelled to write about them before today. However, in the interest of keeping the blog up-to-date with each of the employment cases from the
Fifth Circuit Holds that Volunteer Firefighter is not an “Employee” for Purposes of Title VII
In an issue of first impression in this Fifth Circuit, the Court held that a volunteer firefighter making a Title VII claim of sexual harassment is not an “employee” for purposes of the statute and therefore had no legal claim.
The case arose from a suit filed by a former firefighter for the Livingston Parish
Fifth Circuit Interprets Ministerial Exception Broadly in Case of First Impression
Last term the U.S. Supreme Court confirmed the existence of the ministerial exception to many of the federal employment discrimination laws. This week, the Fifth Circuit took up the application of the ministerial exception for the first time since the Supreme Court’s opinion in Hosanna-Tabor and applied the exception broadly.
Philip Cannata was the Music
Has the Expanded Definition of Disability under the ADAA Gone Too Far?
Daniel Schwartz at the Connecticut Employment Law Blog has an interesting post today about the effect the American Psychiatric Association’s proposed changes the Diagnostic & Statistical Manual could have to the Connecticut body of disability discrimination law. While Connecticut is unique, according to Schwartz, in its definition of disability and expressly includes mental conditions listed in