Source: http://www.nlrg.com/employment-law-legal-research2-/page/1
Timestamp: 2020-04-09 23:55:53
Document Index: 51543613

Matched Legal Cases: ['§ 2', '§ 4', '§ 12112', '§ 12112', '§ 12112', '§ 12112']

The Virginia Values Act of 2020 Bans Discrimination Against LGBT
Posted by April Wimberley on Thu, Apr 2, 2020 @ 12:04 PM
Topics: gender identity, discrimination, April Wimberley, Virginia Values Act, public accommodation discrimination, LGBT
Arbitration—“Gateway Issues”
Posted by Nadine Roddy on Tue, Feb 5, 2019 @ 11:02 AM
Each case involved an arbitration agreement that contained a clause delegating the issue of arbitrability of disputes to an arbitrator rather than a court. The Supreme Court had previously held that such clauses are enforceable under the FAA. Rent-A-Center W., Inc. v. Jackson, 561 U.S. 63 (2010) (applying 9 U.S.C. § 2). Some courts of appeals developed an exception to this general rule, holding that a court need not grant a motion to compel arbitration under § 4 of the FAA if the argument that the underlying claim is within the scope of the arbitration agreement is "wholly groundless."
Disability Discrimination in Employment—Health-Care Employer Could Condition Employment on Health Screening and Vaccination
Posted by John M. Stone on Thu, Jan 24, 2019 @ 11:01 AM
The Americans with Disabilities Act ("ADA") prohibits covered employers from discriminating against qualified individuals on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. 42 U.S.C. § 12112(a). This prohibition against discrimination can apply to certain medical examinations and inquiries.
However, the ADA does not forbid all medical examinations and inquiries. Their permissibility and scope varies depending on the stage of employment. Employers are generally prohibited from making any disability-related inquiries or requiring medical examinations of applicants before offering employment. Id. § 12112(d)(2)(A). After an offer has been made, however, the ADA permits employers to require a medical examination of a prospective employee, and it permits employers to condition a final offer of employment upon the results of the examination under certain circumstances. Id. § 12112(d)(3). The ADA also generally prohibits employers from requiring current employees to undergo medical examinations or inquiries unless the employer can demonstrate they are “job-related and consistent with business necessity.” Id. § 12112(d)(4)(A).
Topics: employment discrimination, ADA, John M Stone, health-care employer, screening and vaccination, state's employer mandates
Topics: Nadine Roddy, Age Discrimination in Employment Act, public employers, 20-employee minimum, state and political subdivisions
Topics: employment law, John Buckley, Nadine Roddy, unfair competition, prospective contract
Topics: employment law, Americans with Disabilities Act, long-term leave, reasonable accommodation