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A new Indiana statute sets out the process for pregnant workers to seek a reasonable accommodation from their employers. The new law applies to employers with at least 15 employees. It goes into effect on July 1, 2021.
Pregnant workers may already qualify for a reasonable accommodation under the Americans with Disabilities Act Amendments Act of 2008, which applies to employers with at least 15 employees.
The new law provides that an employee may request, in writing, an accommodation related to pregnancy, childbirth, or any related medical conditions. The employer must respond to the employee’s request within a reasonable amount of time. Under the new law, however, the employer is not required to provide an accommodation. Existing federal or state law may require that an accommodation be provided.
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There is an old saying in Washington, D.C., that personnel is policy. It is common sense: whoever is in charge of a federal agency or subagency will impart his or her own particular policy preferences on the agency’s priorities, resource allocation, and regulatory agenda. In the current hyper-partisan political environment, where the U.S. Congress has ceded much of the federal policymaking apparatus to the federal agencies, this old saying is even more appropriate. The situation is more complicated, however, when talking about agencies that are helmed by bipartisan boards or commissions. One such agency is the U.S. Equal Employment Opportunity Commission (EEOC), where a continuing Republican majority plays a significant role in policy developments and prevents Democratic members from completely gaining control of the agency.
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EEOC Roundup, Part II: The Latest Personnel Changes at the Agency and How They Are Expected to Shape Policy Monday, April 5, 2021
There is an old saying in Washington, D.C., that personnel is policy. It is common sense: whoever is in charge of a federal agency or subagency will impart his or her own particular policy preferences on the agency’s priorities, resource allocation, and regulatory agenda. In the current hyper-partisan political environment, where the U.S. Congress has ceded much of the federal policymaking apparatus to the federal agencies, this old saying is even more appropriate. The situation is more complicated, however, when talking about agencies that are helmed by bipartisan boards or commissions. One such agency is the U.S. Equal Employment Opportunity Commission (EEOC), where a continuing Republican majority plays a significant role in policy developments and prevents Democratic members from completely gaining control of the agency.
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February 9, 2021 Tommy “Shane” Boden appealed a discrimination complaint he filed against Nutrien Ag Solutions, his former employer, to the Ninth Circuit Court of Appeals late last week. The lawsuit was entered on Friday, three days after the District of Idaho ruled to dismiss the complaint.
The plaintiffs’ initial complaint, filed in June 2018, purported that Nutrien breached the Americans with Disabilities Act Amendments Act, Idaho’s Age Discrimination in Employment Act, and Idaho common law
Boden worked for Nutrien as an “agricultural salesperson” beginning in March 2014. The plaintiff reported that he sustained a work injury where he fell onto discarded metal framework materials while stepping off equipment. Although Boden immediately told his supervisor about the injury, the manager did not make a workplace injury report as required.