A bill sponsored by Republican Vice-Presidential candidate J.D. Vance has drawn attention from some of our members. CWC’s memo explains the bill’s potential impact if enacted.

Five years after the EEOC rescinded portions of agency regulations dealing with ADA/GINA-compliant incentives offered in conjunction with corporate wellness plans, the EEOC has now officially rescinded interpretive guidance issued in conjunction with

Federal district courts have reached different conclusions in assessing challenges to controversial parts of the EEOC’s regulations implementing the Pregnant Workers Fairness Act. Our memo explains.

CWC’s written comments to the EEOC agree that its recently revised procedural regulations are consistent with changes required by enactment of the Pregnant Workers Fairness Act. At the same time, we express concern that the agency finalized the regul

CWC WEB WORKSHOP on April 30, 2024. The EEOC, over the objection of two of its Commissioners, has issued final regulations interpreting the Pregnant Workers Fairness Act, giving the law an expansive reading that is almost certain to be challenged in

The U.S. Bureau of Labor Statistics’ latest annual report on labor force participation by people with disabilities shows steady progress over the last ten years, while still underscoring the challenges they have in finding work compared to nondisable

Limited enforcement data reported recently by the Labor Department under the Family and Medical Leave and Fair Labor Standards Acts covering fiscal year 2023 do not show much of a change from FY 2022.

A federal appeals court has ruled that a request for open-ended leave by a casino worker who violated her employer’s no-fault attendance policy was not a reasonable accommodation under the Americans with Disabilities Act.

Highlighting a long time split among the federal appeals courts as to whether the ADA allows a former employee to bring a discrimination claim, the Eleventh Circuit has ruled once again that the answer is no.

CWC has filed written comments with the Equal Employment Opportunity Commission on the agency’s proposed regulations to implement the recently enacted Pregnant Workers Fairness Act. While we support many of the proposed provisions as consistent with

Joining two other federal circuit courts, the Fourth Circuit has ruled that retaliation claims brought under the Americans with Disabilities Act are limited to “equitable” relief only.

MEMBER FEEDBACK REQUESTED. The U.S. Department of Justice has proposed comprehensive revisions to its regulations under the public sector provisions of the Americans with Disabilities Act pertaining to web accessibility for individuals with disabilit

The EEOC’s updated guidance on visual impairments in the workplace, issued in conjunction with the anniversary of the Americans with Disabilities Act, highlights new methods for providing reasonable accommodations and ways to mitigate the potential d

In a rare opinion letter issued by the Labor Department interpreting the Family and Medical Leave Act, the agency discusses how leave should be calculated when an employee is on approved leave for less than a full week that includes a holiday.

The Supreme Court has ruled that an employer must be able to show that a requested religious accommodation under Title VII will result in substantial cost to its business before the employer can deny the accommodation.

To accommodate federal contractors that may have predominantly foreign language segments of their workforce, OFCCP is now making available versions of its prescribed disability self-ID form (CC-305) translated into several different foreign languages

MEMBER FEEDBACK REQUESTED. CWC members are reminded that the PWFA goes into effect this week, and will require reasonable accommodation of known limitations related to pregnancy, childbirth, and related medical conditions.

The appeals court found that an employee’s failure to inform her employer that she was requesting FMLA leave relieved the employer of its obligation to provide the employee with required FMLA notices.

The Labor Department recently published a new version of its poster informing employees of their rights under the Family and Medical Leave Act. Although employers are free to use the new poster, they can continue to meet their FMLA notice obligations

In a case that illustrates that the EEOC’s authority to demand whatever information it wants is not limitless, the 11th Circuit has ruled that an agency subpoena demanding information from multiple company facilities was not relevant to the charge it

MEMBER FEEDBACK REQUESTED. The EEOC has updated its “What You Should Know About COVID-19 and the ADA” guidance to remind employers that even though the COVID-19 public health emergency has expired, they still have obligations under the Americans with

Despite CWC’s recommendations for improvement, the White House Office of Management and Budget has approved OFCCP’s request to continue mandating a slightly improved but still highly prescriptive version of the Disability Self-ID Form CC-305 for anot

CWC has filed comments with the White House Office of Management and Budget urging that agency to mandate sensible changes to OFCCP’s overly prescriptive Form CC-305 before giving OFCCP clearance to continue using the form for another three years.

A recent settlement reached in an FLSA class action alleging failure to award proper overtime pay raises the complex issue of how or whether certain types of “equity” compensation must be included in the so-called regular rate calculation.

The Department of Labor’s Wage and Hour Division has issued its first opinion letter under the Family and Medical Leave Act, opining on how reduced schedule FMLA leave can protect an employee with a chronic health condition from having to work mandat