Welcome to the Disability, Leave & Health Management Blog! Most would agree that health and family are the most precious things in life. Most employers recognize this but, as the saying goes, they “have a business to run.” In this blog, we try to confront some of the more thorny legal and practical issues employers face when managing issues involving employee health, disability, attendance, leave and family caregiver responsibilities. Most will involve issues under the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Title VII of the Civil Rights Act (Title VII), the Pregnancy Discrimination Act (PDA), the Genetic Information Nondiscrimination Act (GINA), the Health Insurance Portability Accountability Act (HIPAA), the Employee Retirement Income Security Act (ERISA) and analogous state and local laws.

We try to keep you engaged as courts and federal agencies weigh in on the meaning of reasonable accommodation, the obligations to provide medical leaves, and legal restrictions governing wellness and health promotion programs, medical privacy, and workplace injury prevention efforts. We also strive to keep you informed about significant pieces of proposed legislation, articles or events that may reshape how we work together in the 21st Century workplace. So much is happening so fast in the fascinating world of work. We all need to pay attention and be aware of the direction in which these important laws are developing. We hope you enjoy our posts and, if you get a chance, send us an email to let us know what you think. A few other thoughts before you move to our latest posts.

This blog is made available and operated by Jackson Lewis P.C. for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis P.C. and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. In addition, the resource material for our blog posts is varied, and includes government publications, complaints filed and decisions issued, as well as various reports from the media. These materials may include allegations or facts determined after resolving the credibility of witnesses. In reporting on these matters, the firm takes no position on the truth or falsity of the allegations or the appropriateness of those credibility determinations. Finally, Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.

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