Contact Us
Subscribe to this blog via RSS
Join us on LinkedInCategories
- SCOTUS
- Overtime
- Overtime Rule
- Federal Trade Commission
- FTC
- Service Animals
- Remote Work
- Occupational Safety and Health Administration (“OSHA”)
- Minors
- Work from Home
- Americans with Disabilities Act ("ADA")
- COVID-19
- Workplace health
- Intellectual Property
- Trade Secrets
- Worker Misclassification
- FMLA Retaliation
- Non-exempt employees
- Wage and Hour
- Department of Labor ("DOL")
- Employee Misconduct
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act (“FMLA”)
- Pregnancy Discrimination Act
- Social Media
- Social Media Policies
- U.S. Department of Labor
- Union
- ADA Amendments Act of 2008 (“ADAAA”)
- Adverse Employment Action
- Civil Rights
- Compliance
- EEOC
- Employee Handbook
- Employer Group Health Plans
- Employment Law
- HIPAA
- Independent Contractors
- National Labor Relations Act (NLRA)
- National Labor Relations Board (NLRB)
- Telecommuting
- Title VII of the 1964 Civil Rights Act
- U.S. Equal Employment Opportunity Commission (“EEOC”)
- U.S. Supreme Court
- At-will employment
- Criminal Background Checks
- Employee Training
- Federal Department of Labor
- Genetic Information Nondiscrimination Act ("GINA")
- Government employees
- Kentucky Wage and Hour Act
- Paid Time Off ("PTO")
- Payroll
- Severance Pay
- Employee Benefits
- Employment Practices Liability Insurance
- Litigation
- Non-Compete Agreement
- Online Defamation
- OSHA
- Pension Plans
- Record Retention
- Reference checks
- Supervisor
- Tangible employment actions
- Title VII retaliation cases
- Crisis Management
- Kentucky Labor Cabinet
- Workplace Politics
- Business Insurance
- Employee Contracts
- Employment Discrimination Laws
- Hiring and Firing
- Internet & Media Law
- Salary Threshold
- Unemployment Benefits
- Uniformed Services Employment and Reemployment Rights Act
- USERRA
- Workplace Discrimination, Harassment and Retaliation
Showing 1 post in ADA Amendments Act of 2008 (“ADAAA”).
Anxiety over Reasonable Accommodation under the ADA for Social Anxiety Disorder
Employers might be just a bit more anxious after learning that the Equal Employment Opportunities Commission (“EEOC”) defined the “ability to interact with others” as a major life activity, bringing social anxiety disorder into the scope of protection afforded by the Americans with Disabilities Act (“ADA”). The Fourth Circuit, in the case of Jacobs v. N.C. Administrative Office of the Courts,[1] recently agreed with the EEOC that social anxiety disorder may be a disability for ADA purposes. For practical purposes, however, the important takeaway in this case is that reasonable accommodation requests should never be taken lightly and all decisions that adversely affect employees should come with ample documentation. More >
