The rules on accommodations just changed for employers — at least in Connecticut and New York (and Vermont too).

The Second Circuit (which covers Connecticut, New York and Vermont), in an important decision released last week, expanded the situations in which an employee can get an accommodation holding that such accommodations may be required even

Does the Connecticut Fair Employment Practices Act (CFEPA) include claims of associational discrimination based on an employee’s association with a disabled individual?

That was the issue before the Connecticut Appellate Court in Demarco v. Charter Oak Temple Restoration Assn., Inc. decided yesterday.

The Court held that Conn. Gen. Stat. § 46a-60 (b) (1) of CFEPA

This month, I published a new article for Practicing Law Institute Chronicle entitled Neurodiversity in the Workplace.

The article builds off a post I did last November by taking a look at some of the cases that have tackled the subject.

For those unfamiliar with the topic, I summarized it in the article as

The latest episode of “From Lawyer to Employer”, a Shipman podcast that I’m hosting this season, is now live and it’s all about accommodations and leaves in the workplace.

What we try to tackle, however, are the more challenging or unusual accommodation requests that employers sometimes get. Accommodating someone who is restricted in their

Continuing my series of posts arising from the ABA Labor & Employment Conference earlier this month, one of the most interesting programs I attended was a plenary session on neurodiversity in the workplace.

“Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one

For HR professionals and employment lawyers, the basics of FMLA and ADA is an oft-covered topic in law firm webinars.

But I’ve heard from plenty of people that they’re good with the basics; it’s the tricky issues that give them headaches.

With the acknowledgement that one person’s difficult question may be another person’s easy one

Years ago, I wrote about how state employment law imposed a duty to engage in an interactive dialogue with an employee who had a disability and was requesting a reasonable accommodation.

But what it does it truly mean to engage in an interactive process?

A new case from the Connecticut Appellate Court provides some