Discrimination Articles

Not according to the Seventh Circuit! Human Resource professionals are well aware of the challenges presented when an employee’s medical condition requires more time off than available to the employee under standard company leave or Family and Medical Leave Act policies.  The critical questions in those situations are:  1) Does the employee’s condition qualify as a disability? 2) If so, must additional leave be provided as a “reasonable accommodation” under the Americans with Disabilities Act? 3) What if the need for additional leave involves extensive time off?
 

On June 19, 2017, the United States Supreme Court ruled in an 8-0 decision (Justice Neil Gorsuch not participating) that the disparagement clause of the Lanham Act, 15 U.S.C. § 1052(a), violates the First Amendment’s free speech clause.
 
 

On September 16, 2014, the Wisconsin Court of Appeals issued a landmark decision establishing new rules governing pay equity in Wisconsin workplaces.