EEOC Latest Developments, Enforcement Activities, Hot Topics

bull

EEOC MIAMI DISTRICT presentation to May 9 2014 BROWARD ADA SYMPOSIUM

US EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

THE ADA AMENDMENTS ACT OF 2008

And Related Discussions

Presented May 2014 MtkolmSMtU

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US Equal Employment Opportunity Commission

The EEOC is the key civil rights agency responsible for enforcing federal laws that prohibit employment discrimination wwweeocgov

EEOC Mission Statement

Our mission is to address and eliminate discrimination in the employment through

bull outreach and education

bull compliance and or voluntary settlemcnr and where necessary

bull the rigorous enforcement of the fcdcrd civil righta employment Jaws through administrative and judicial actions

1

charges who

investigated filed-

I I

== w==-r -middot

T JiW1 _____T-ttl oAI __ _ -middot

EEOC MIAMI DI STRICT presentation to BROWARD ADA SYMPOSIUM

Authority amp Role

bull The EEOC has the authoril) to investigate and Utigate of discrimination against employers are covered by the law

bull Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding

bull Most employment discrimination cases must be filed and at the EEOC before a lawsuit can be wiD be dismissed otherwise

EEOC National Statistics FY2012

Total Charge ofDiscrimi tion filed FY 2012 = 99412

Rae JJSil or JJ7 Sa JOJ56 305

Nadonal Orialn - 1083) oriO

llcUaion - )811 or W Color - 2fi62 or 2

RltUilarion 37836 lampl

Aac = 57 or 00 DiubWry 26)79 or 26Y

Equal Pay=1082 or IWo

GINA = 210 or OJ


Total Charges of Discrimination filed FY 2012 = 99412

Raa USll or JJne Sex = JOJ56 or l05yeno

Notional Oripn = 1083) or 109o

RcUJilon = J811 or 38

Color = 2662 or 2

Re111iadon = 37836 or 381

Aac= 7 or 230

Diubiliry 26l79 or 265 Equal Pay= 1082 or 11

GINA= 210 or oJ

ttlUij _ _ __ _ _tnoeef_

May 9 20 1 4

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1bull

EEOC MIAMI DISTRICT presentation to BROWARD ADA SYMPOS IUM


Total Charges of Dtscriminotion filed FY 2013 = 93727

c=) Races J6+1

Gmda111ll

-_____ Relalladon JO

+ 97 252 cbargeoreolved

+ 70 522 people obtained monetory and non-monecory beoelill duouah adminiouotive enforecment activitie (mediation voluntory oeldcmen11 amp conciliation efrom)

+ $37 21M in monetary bcndito obtalned throuah 17 600 mcril foetor rcsoluliono -11 private ICclor cnforcemcnl nconl

Source FYlOO EEOC Perfonnaoec and AccnuntabiUI)I Repon

Florida Trends FY 2013

The Miami District EEOC (Miami Tampa and SanJuan offices) received 7804 private sector discrimination charges

Miami 4 598

Tampa 2804

Sanjuan40 2

bull Monetary relief obtained from private sector enforcement efforts totaled S32 4 M

Florida CharJe Flllncs FY2013

1Ut10IIrln Cob

llcllal)n [qubulllhyen

QUIA

May 9 20 1 4

3

bullvwkplpCpound frrc qfunlawful

take PCQOlJZC nod nrzpmpdatc mnrdinl action discipline commensurate

EEOC MIAMI DISTRICT presentation to BROWARD ADA SYMPOSIUM

Your Obligations as the Employer

bull Make the discrimination harassment and retaliation

bull Promptly and confidentially inyestigatc complaints or discrimination harassment and retaliation

bull Where discrimination harassment and retaliation may have occuncd

(iewidt the offense)

TODAYS AGENDA

bull Ovorviltw of tholaws EEOC En forelt

bull EEOC Enfottltmcnt and Compbontlrocus

bull RKtntllmponant Cases

bull lntcrrby between ID A and tho ADA

bull lnterrbJ betwrm FMLh and the ADA

bull lntltrrbr bctwltm Workers Comprnsarion and tht ADA

bull Gtnt11e lnfonnarion Non-DiKrinunahOn Act (GINA

bull Health and Safety Concnns

bull Confodmtoaloty and Limil2h0ns on Modica Enms

bull Avaobble EEOC Resources to Assost Emplorltr Comploance bullmh the ADA

OVERVIEW

FEDERAL ENFORCEMENT OF

EMPLOYMENT ANTIshy

DISCRIMINATION

LAWS

May 9 201 4

4

EEOC MIAMI DISTRICT presentation to May 9 201 4 BROWARD ADA SYMPOS IUM

What Employers Are Covered

bull Private Employers (15 or more employees) bull Educational Institutions bull Labor Organizations bull Joint LabormiddotManagement Apprenticeship

and Training Comminees (Tide VII amp ADA)

bull Employment Agencies Serving Covered Employers

bull State and Local Governments

Which Individuals are Protected

bull An employee

bull A temporary worker

bull A job applicant

bull A former employee

bull Undocumented workers

Employment Discrimination Laws

The EEOC enforce m number offederal laWll prohibiting employment di1crimination including

Title VII of the Civil Righcs Act of 1964 (fide VII) Age DiOltrimingtlion in Employment Act of 1967 (ADEll)

bull Equal Pbully Act of 1963 EPA) bull Lilly Lcdbcucr Fair Pgty Act of 009 bull Tide I amp V of the Americns vrh Diubilitics Act of 990

(ADA) ADA Amendments Act of 2008 (ADAAA)

bull Title II of the Generic lnformgtlion Nondiscrirninotoon Act of 2008(GINA)

bull Prcgnoncy Discriminorion Act of 1978

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Discrimination Can Occur in the FoUowing Scenarios

bull HireFire

bull Wages

bull PromotionDemolion

bull Harassment

bull Different Tenns and Conditions

bull Assignments Benefits Leave Training

bull Failure to Accommodate for Disability

bull Failure to Accommodate for Religion

Retaliation Prohibited by All Statutes

bull No Stand Alone Retaliation Statute

bull It is unlawful to penalize punish or deny an employment benefit because that penon opposed discrimination or participated in any way in tbe invebulltigation o( a charge

Retaliation

bull Example in the Disability Context-

A hotel room aucndant ccovcs a asonable accommodation which allows her to have a laundry auendant step into a room she has cleaned to collect ptles of uscd lmen Her supervisor subsequently move s her from her long standing room assignments and assign1 her to clean room and guest suites normally uscd by wcddmg auendees and which= known to req stgntficantly more cleaning

Proof nuy be by direct evidence (nuemcnu) or circumstantial evidence (eg ttnuna

May 9 20 1 4

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EEOC MIAMI DISTRICT presentation to May 9 20 1 4 BROWARD ADA SYMPOS IUM

EEO Complaint

and Investigation

Process

EEO Complaint and Investigation Processes

Three Different Processes

bull 1 Federal Sector Process

bull 2 Private Sector Process

bull 3 Public Sector Process

FEDERAL

SECTOR

PROCESS

7

Ucbull Color

EEOC MIAMI DISTRICT presentation to May 9 201 4 BROWARD ADA SYMPOSIUM

Federal Sector EEO Complaint Process

bull Regulations provide for the acceptance of complaints from

bull Current employees bull Fonner emplo)middotees bull Applicants for employment

Basis for Filing a Complaint of

Discrimination

Rdogion tgc(HO) National Origin Disability (MtmliPhysical) Sex (gender sexual hamsmcnl scxual ontnution) Reprisal

bullbullaaot---_tbullMd Dillwbullttorbullca bullbullpfDCftMd dn-IM EEOCbull runlurn (ot COpl-tof ow-_ Bd- Snel OWcoo(EOC Otdn No 001)dRtWMin29CFitrbullr1IU

Threshold Inquiry

When did the aUeged incident or action occur

bull Did it occur within the last 45 calendar days

What hann have you suffered

bull Must be specific

8

u


Stages of an Federal Agency EEO Complaint

INFORMAL COMPLAINT STAGE Contact Agency EEO Office or Agent

liiJ Counoeling Sagc bull 30 d

bull Counsdmg bull Pact Flftdanc bull lnformalllnoW bull lOdopbull 1DRIMWOOft bull I( ADR ilbullciKt-d tlw prnod 11 lltrndcd to up to

lOUJ1 bull Nooce of Right to fbulllbull complgtnt th thbull

agmlty bull Compwn h IS dbullp to file fomul

compbmt

FEDERAL AGENCY EEO COMPLAINT PROCESS

Formal Stage

Acccp12bility Stogc

bull File fonnl complbnt th OE O

bull Accept DismiSS

bull Asstgn for In csttgtbullon

May 9 201 4

9

EEOC MIAMI DISTRICT presentation to May 9 20 1 4 BROWARD ADA SYMPOSIUM

EEO COMPLAINT PROCESS

bull lnvcsligativc S11gc

bull Potential Methods aOn-Sut bRcqu to for

Producbon

cAffidgtgtto

d Vampdto confere-nce

bull Timcfnme -180 dafl (r ltbulltendo or amondnl)

EEO COMPLAINT PROCESS El crion Stage

bull Advisement of RghtJ Issued

bull CompiUnmt mgtkcs election - 30 doys

bull eEOC Heanng or bull FlmlltgenCJ Dtruion

Both drcisions cn br appralrd

Most Common Reasons For Dismissal

bull Time Frames

bull Initial EEO Contact bull 45 Calendar Ooys

bull Filing Fonnal Comphunts bull IS Calcndbullr Days after

rcccopt of Notocc of Right to File

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continued bull Failure to State a Claim

bull Un3ble to show you 3re hanned by the m3tter complained of

bull fail to allege a protecrie bam of discnmin3non

Identical claim

bull Has already been brought before the Discrimin3non Complaint Process

bull Has bcen rtiscd in 3 negoti3tcd grievance procedure for most agencies

bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE

bull InquiryIntake Questionnaire (bring or mail

bull Letter or complaint (mail or in person) -No Attorney needed- Must be signed

bull EEOC may request more information

bull Statute of Limitation- 180 days unless State or Local Law extends to 300 days

bull Age Discrimination eCtended only if STATE law eCtends it

May 9 20 1 4

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Service to Employer

bull Vtthin 10 days notice and copy of charge sent to employer

bull Employer invited to send Statement of Position and sometime respond to EEOC Request for Information

bull EEOC has subpoena power

bull Some cases may be invited to mediation- Both must agree

Mediation

bull Mediation scheduled

bull Parties meet with mediator bull FirewaU exists

bull Tries to reach voluntary settlement

bull No determination of right or wrong- no cause determination made

bull lIediated settlement is an agreement reach by the parties but to which the EEOC is also a signer

bull Compliance may be enforced by the EEOC

Investigation

bull If not resolved by mediation assigned to investigator

bull Investigation may include

a On-Sire visits andor Interviews

b Requests for Information

c Fact finding conference

d Evidence Analysis

1 2


Determination bull Based upon the evidence violation found or not

found

bull If no violation or at any srage if no juriroiction or if EEOC probably cannot reach determination case closed and Notice of Right to Sue i sued- NRTS may be requested after 90 days

bull If violation found conciliation is attempted

bull If no settlement Notice of Right to Sue Issued or EEOC decides to litigate

bull Reconsideration may be requ ted

FAIR EMPLOYMENT PRACTICE AGENCIES

bullWorkshare Agreement

bullSubstantial Weight Review

PUBLIC SECTOR

PROCESS

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EEOC Public Sector Process

middotSame EEOC Intake Investigation and Cause Determination process

middotEEOC forwards its determination to the Department of Justice (DOJ) which issues the Notice of Right to Sue

bullLitigation of Public Sector Charges determined and conducted by DOJ


middotEEOCs Strategic Plan requires Internal and External Integration of Resources

bullCollaboration of efforts and resources by EEOC and DOJ regarding Public Sector Investigations

Other Partnerships

bullInternal and External Integration of Resources has also fostered EEOC collaboration on public and Private Sector maners with

middotDOL (OFCCP amp WampH)

bullFair Employment Practice Agencies

bullAnd others who arc a part of the multi-pronged national equal employment law enforcement effort

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SYSTEMIC

INVESTIGATIONS

EEOC STRATEGIC FOCUS

Basis for Systemic Enforcement

Systemic cases can be brought under any of the statutes enforced by the EEOC Including ADAAA GINA and PDA

Strategic Plan to have Sustainable Impact Most effective way to reduce and deter discriminatory practices In the workplace

Systemic cases usually Involve

company-wide practices or policies

The EEOC may request and analyze

extensive electronic data and numerous

documents conduct statistical analyses and

interview witnesses and class members

1 5

D isparate

(directed targeted)


Two Types of Systemic Discrimination Cases

bull t Systemic Disparate Treaunent Cases

bull 2 Systemic Disparate Impact Cases

Treatment Cases

bull where the discrimination was Intentional or

bull Disparate treatment cases are the most common type of cases

Three Main Types of Systemic Disparate Treatment Cases

(1) discriminatory treatment In employment

decisions such as hiring promotion and

discharge

eg An employer refuses to hire or promote

people based on their disability

May 9 20 1 4

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(2) discriminatory rules practices and

policies eg cases where an employer has a policy practice

or rule that on its face treats people In a protected

group differendy than others such as a rule that an

employee who is returning to work from a

Reasonabfe Accommodation leave of absence must

re-test to qualify to do a job


(3) harassment

eg harassment based upon corporate or workplace culture or practice or which are codified in policies or practice

Examples of Disparate Treatment In Employment Decisions

bull a hotel managers statement that he does not hire disabled applicants because they miss too much rime off work

bull a companys statement to a temporary placement agency that it wants fit people for its office positions jobs

17

engtge complained

company VII


Examples of Disparate Treatment in Employment Decisions

bull notations on employment application$ indicating the suspected inability based upon a perceived disability of the applicant

bull a retail store regional managers statement that hiring people with disabilities as greeters would depress customers

bull A hiring managers instructions to not hire anyone with limited mobility for sales positions

Examples of Disparate Treatment In Discriminatory Rule or Policy

bull An employer has a policy prohibiting pregnant women from working in jobs that the employer believes might pose a risk to the pregnancy This policy is iUcral unless the employer can demonstrate that being male or a non-pregnant female is a bona fide occupational qualification (BFOQ) In other words the employer would have to show that sex or pregnancy actually interferes with the employees abiltty to do the job The BFOQ defense is a very narrow exception to Title VII which employers can rarely establish

Examples of Disparate Treatment In Systemic Harassment- Sex

bull On a daily basis the male managers of a company made degrading comments to the fem ale employees abOut their bodies asked them questions abOut their ex lives and requested that they in sexual activiues Some female employees about the xual conduct to the human resources department but the conduct continued The managers claim that they were just joking The evidence indJcates that women as a class were subjected to a hostile working environment and that the is liab e for sexual harassment in iolation ofTitle

bull

May 9 20 1 4

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Disparate Impact Cases

procedure policy practice disproportionate

impact

i

employenmplemented physical excludes pplicants

employment have


bull -where an employer has a neutral selection or

that has a adverse on people in a protected group such as a written test that disproportionately excludes all or a particular type of disabled employeesbull

bull

Both Theories May Apply

bull Some c1ses ra se both dispartte trearment and disparate imp1ct issues

bull For exmple if an invesnguion reveals that m a agliry test th1t

disabled job and the test may have been adopted for discriminatory reasons the case could be analyzed under both the wsparote treatment and disparte impact theories

bull Under either theory plaintiffs in discrimination cases mcludin EEOC the burden of proving that discrunination occurred

REMEDIES

bull Disparate Treatment Cases

bull Backpay

bull Reinstatement Instatement or Front Pay

bull Compensatory Damages

bull Punitive Damages

bull Non-Monetary (Afflmlltive Relief)

bull Attorneys Fees and Cost

May 9t 20 1 4

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Services

University Texas Medical Centerv


REMEDIES


bull Backpay

bull Reinstatement ln tatement or Front Pay

bull Non-Ivlonetaty (Aff=tive Relict)


Word of Caution

Special Issues of proof in ADA and Title VII

Retaliation Claims

Challenges to Standard of Proof

bull Shift in lliCed llotive cases to but for standard of proof

bull Gross v FBL Financial 557 US 167 (2009)-But For in ADEA and Title VII Retaliation

bull of SW 133 S Ct 2517 (2013)-Reaffuming

Groubut for standard in Title VII Rettliation cases

May 9 20 1 4

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Palmqmst v Shinselo

Srwatka v Rockwel Auromatjon Inc

lewts v Humbolt Accwisition Corv

Pinkerton y Spelm s

EEOC MIAMI DI STRICT presentation to BROWARD ADA SYMPOS IUM

bull Other Coutts extendmg this to ADA cases -bull 8 F3 66 I Ctr 2012) bull

But For in ADA cases implied by chain analysis as follows

- ltehabiLtation Act borrows causation standard from ADA

middot ADA because standard bears a strilung rr mblancc to the ADEA because orbull standard

bull ADEA has been determined by Grou to be a but for standard

bull 591 Fld 57 (7ch Cir 2010)-7 Cir held But For causation standard is rrquircd in ADA cSCs

bull 681 Fld 312 (6ch Cir 202)-6Cir Also applies But For in ADA cases

bull Fifth Circuit - 521 Fld 513 (Sbullbull Cir 2008)-Mixed mauve in 501 cases which incorporues ADA standards But nm to ction 504 ca s whtch requires disabiJty as the sole rrason for adve action

bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

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bull ADA bull Equal Employment Opportunity Commission (EEOC)

bull FMLA- Department of Labor (Wage amp Hour Di1ston

bull Wo rken Compensation- Stlte Workers Compensation Commissions

Purpose of the ADA FMLA and Workers Compensation Laws

bull The ADA as mended pmhbits discrimmation llinsc applicants and employees who are dosabled regtrded as disabled or haC a record of doubdny

bull The FM lA sets minimum lcac standards for employees for the binh and n bom can of a chtld placement of bull child for adoption or rosier carr to carr rar m lmmediale funily member th a J(tious health condition and for the employees serious health condo ton

bull Worlun1 Compcnsacion laAS pmide for payment of compensation md rthabilitation for wotkplace in1uries and monom1ze employer habihty

ADA and GINA

May 9 20 1 4

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TWIN STATUTES

ADA Here and Now

ADA prohibits discrimination on the basis of manifested conditions that meet the definition of disability- Conditions that exist now

GINA LOOKING DOWN THE ROAD

bull based on genetic information and not on the basis of a manifested condition - Potential Conditions

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RECAP ADA Overview

The Americans with

Disabilities Act

Amendments Act of 2008

(ADAAA) EEOCs Final Regulations

ADA Definition of Disability

Basic 3-part definition remains the same

bull A physical or mental impairment that substantially limits a major life activity

bull Arecord of such an impairment

bull Being regarded as having such an impairment

However Congress changed the meanings of lcey terms used In these definitions

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EEOC MIAMI DISTRICT presentation to May 9 2014 BROWARD ADA SYMPOS IUM

Major Life Activities

bull Statute and EEOC regulations provide two non-exhaustive lists of major life activities

bull First list of major life activities should look familiar because most of these activities are ones previously recognized by EEOC and most courts

List of major life activities is not exhaustive

bull liftingbullcaring for oneself bullbendingbull performing bull speakingbull manual tasks bullbreathingbullseeing bulllearningbull hearing bull readingbull eating bullconcentratlngbull sleeping bullthinkingbullwalking bull communicatingbullstanding bullInteracting with bullsitting bull othersbullreaching bulland working

Major Life Activities Include Major Bodily Functions

bull New category of major life activities

bull Will make it easier for individuals with many different types of impairments to establish disability

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would


Major Bodily Functions

bull Functions of the immune system special sense organs and skin normal cell growth digestive genitourinary bowel bladder neurological brain respiratory circulatory cardiovascular endocrine hemic lymphatic musculoskeletal reproductive

bull Operations of an individual organ within a body system such as the operation of kidney liver or pancreas

Impairments That Are Episodic or In Remission

bull Remission Vill be prong one of disabilities ifi substantially limits a major life activity

WHEN ACTIVE bull Cancer is an example of impairment that may be in

remission

bull The Employer may balance the field during the reasonable accommodation analysis


bull Episodic Impairments that ma) not affect a person 247 but which periodically flare up

bull eg epilepsy hypertension asthma diabetes major depressive disorder bipolar disorder schizophrenia

May 9 201 4

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substantially

complUYd people gcneral population


Substantially Limited Redefined

bull An impairment need NOT prevent or significantly or severely restrict performance of a major life activity to be limiting

bull To have a disability (or to have a record of a disability) an individual must be substantially limited in perfonning a major life activity M

to most in the

a comrnonmiddotsense assessment

ADA Title I - Employment

bull It Is illegal to discriminate against a qualified individual with a disability because of the disability of such Individual 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


bull Meaning Employers may not discriminate against a person with a disability in any area of employment

as long as the Individual has the experience training or skill to perform the essential features of the job with or without some accommodation

May 9 20 1 4

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ADA Title I - Limitations

bull Does not apply to businesses with fewer than 15 employees

bull Employer required to provide a reasonable accommodation unless doing so is an undue hardship on the employer

bull Undue Hardship is defined as an accommodation that Is exceptionally expensive disruptive or would change the operation and nature of the business


bull If the disabled individual poses a Direct Threat to any Individual in the workplace then Title I does not apply

bull Direct threat can be to self

Essential Job Functions

bull Defined as a part of the job that is most important and not secondary

bull (eg driving a truck to make deliveries v cleaning out the back of the truck)

bull Task performed frequently on which a substantial amount of time is spent and significant ramifications result if the task Is not completed

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Accommodation

bull Defined by the ADA as modification or adjustment of the way things are customarily done leading to equal opportunity access andor participation

bull eg changes in schedules Increased communication or changes In the physical environment

Danger Direct Threat andtheADA

bull Direct Threat means a substantial risk to the safety of others or the individual that an accommodation cannot eliminate

bull Threat must be real and immediate not based upon prejudice or preconceived ideas

bull If a Direct Threat is posed the Individual may be denied accommodation and asked to leave the premises and not retum

bull eg a Paranoid Personality making threats to co-workers

Psychiatric Assessment of a Direct Threat

bull Duration of the risk

bull Severity of potential harm

bull Imminence of potential harm

bull Past history of suicide is not enough to qualify

bull Perception by others that a person is dangerous is not enough to qualify

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Nature of the Threat

bull Individual needs to display recent violent behaviors or have a plan to commit violence

bull Verbal or written threats alone are generally not enough to identify an Individual as a direct threat under the ADA

bull eg An employer who believes that all schizophrenics are dangerous and who does not want to hire an individual for a job because he has a history of Schizophrenia would not be supported by the ADA

How to Prepare for a Reasonable Accommodation

Request Before the Request is Made

30


Job Descriptions

bull Preparing job descriptions is one opound the best ways to get ready Cor a reasonable accommodation request

bull A good job description will contain

bullStatement of the job type

bullList of essential and non-essential functions

bullList of production standards required and

bullThe necessary qualification standards for the job type

Job Type

Job type refers to the focus area of the position in question EG Sales Manager Administrative Assistant Anorney-Advisor etc

31


Job Functions

bull Job unction$ refer to the tasks er duties th t n employer cxplaquots to be performedcompleted by an ndh dual on a given job type

bull When lostmg functions th employer should concntnte on needbull to h ppcn as oppoocd to it usually happens

bull Ex a delivery penon needs to load and offioad parcels she docs not neceuarily need to loft parceJ (note this m y not be the only euential functionf

bull Ex a manuscript reviewer needbull to review 0 manuscripts in bull middotark-week not ncceunly 20 manuscripts ber--cen am and 5 pm Monday through Friday

Essential Functions

bull Must st essential and non-essential functions bull Essential functions- the tasks necessary for the job

to be completed bull Non-esscnual functions- all other task$ associated

with the job

bull For many employers all job functions may seem essentoal particularly tf the function have ahoays been part of a JOb

bull But the ADA is a slop lhlnk and justify law Figuring out the essential and nonmiddotesscntial funcJons is the ftrSt Jtcp on that effort

bull The reasoned judgment of the employer is key

Attendance as an Essential Function

Can artendancc be an essential function of a job

-Current EEOC policy is that attendanc bullbull not an eltntial functoon as defined by the ADA because it is not one of the fundamental job dutoes of the employment positoon bull 29 CF R sect 1 6302(n)(1) 9002 RA Guodoncc fn 65)

May 9 20 1 4

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Production Standards

bull Producrion Standards refer to the quantitative or qualitative perfonnancc standards that an employer bd1evcs an employee must meet in order to accomplish a job

bull A quanritbulltive production tondard mcuurcs how fltlldt an employee producu or acromplhes (Ie o monchly sales quota)

bull A qualitollve production standard meosurcs how bullbullUan employee docs hos or her job (ie a company rcquorcs that a customer service rcprcscnlative provide qualocy service os defined by the company)

Production Standards (Cont)

bull Produccion s12ndbullrds muse be opplied uniformly

bull Job descnptoons should clearly slate the employers explaquototiont for the job and such expeuorions bullhQUid be apploed conolttcntly in practice

bull An employer -ill be required to provide bull ntsonable accommodacion that docs n(lt impose an undue hanJhop in order for the employee to meet the production otandard1


bull While product11m uandard cb not need to be lomiddotered productton standardbull tTUf negtcd to be pronated tf an employee rcquind leave or a reduced houro schedule as a reasonable accommodation

For example A ulcsperson 12kes five monchs of leave as a reasonable gtecommodahon As a result the salesperson falls shon of the rcqutrcd yearly ulcs quotL In caluallng the salespersons performonce the employer should pro rIIC the yearly ulc figure to accoun1 for che fact that the salesperson nusscd five months of -Ork

33


Qualification Standards

bull Qualification Stllndmnlo thc stondords thc cmployce ncods to mcct in ordcr to pcrfonn the usentiU job functions up to the employors productton Jtandanls These qugtltlicotiOn stand2rds can imludc

I) Phyoicml nquinmcntl (eg V15ton hc2nng -tlkmg or

lif11ng rcqutrcmcnts)

2) Uccn1c Rcquihmcntl and eligibility pnrcqui1ite1 (eg lomiddot hccnsc drivers license)

3) Gcnerml capacity hquircmcntl (eg the abtlity to monagc mony smoll dctuls)


bull If a qugtltfiution stgtndord screens out or tends to sccn out indtvtduols vith disobilitics rcgtrdlcss of the employers intention in cating thc standort it vill violotc thc ADA unlcss

the cmploycr con show that the quohfication standord bullbull job related and consistent with business necessity

What About State Licensing Requirements

bull Employer obligations depend upon

bull Timing of the requirement

bull Nature of the business

bull Structure of the business

34

EEOC MIAMI DI STRICT presentation to May 9 20 1 4 BROWARD ADA SYMPOS IUM

What about High School or College Degrees

bull On November 17 2011 the EEOC issued an informal discussion letter about how the Americans with Disabilities Act (ADA) applies to qualification standards fo r jobs

bull Nothing prohibits emplorers fr om adopting a requirement that a job applicant have a high school diploma

bull However an employer may have to aUow someone who says that a disability has prevented him from obtaining a high school diploma to demonstrJte qualification fo r the job in some other way

bull The ADA only protects someone whose disability makes it impossible for him or her to get a diploma It would not protect someone who simply decided not to get a high school diploma

35


bull This may include considering work experience in the same or similar jobs or allowing her to demonstrate performance of the jobs essential functions

bull The employer can require the applicant to demonstrate perhaps through appropriate docwnentation that she has a disability and that the disability actually prevents her from meeting the high school diploma requirement

Interactive Process Road Map for the Conversation

1 Is this a reasonable request (plaustble feastble) 1n light of the type of job

2 Would this request 1mpose an undue hardship

TYPES OF REASONABLE ACCOMMODATIONS

bull Assistive devices or technology

bull Working from home

bull Readers Interpreters and personal assistants

bull Modification of work duties

bull Aexible work schedule

May 9 20 1 4

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bull Adjustment to work office or station

bull Change in work style of management officials or co-workers

bull Leave including LWOP

bull Reassignment to vacant position


bull Making fuciliries ccessible and cquiring assistive devices

bull Modifying work schedules bull Restructuring of job bull Pennitring use of ccrued leave and unpaid leave

bull Modifying exam or training materiUs

Some Legal Rules

1 An employer is not required ro provide a reasonable accommodation if doing o ould impose an undue hardship on the employer

z The definition of undue hardship is significant bulldifficulty or expense

An employer can show that an accommodation imposes either ijllificant fmancial difficulty or significant operational difficulty

3

4 The undue hardship analrls is completely case specific

s No need to ptaide pcnonal items like glasses

37


LEAVE AS AN ACCOMMODATION

bull The ADA d s nor premiddotenr an employer from having a nofaulr attendance policy or a maximum leave policy

bull BUT - the ADA requires an employer to modify the noshyfault aspect of its attendance policy or extend the maximum amount of leave - if providing such modi ficarions as a reasonable accommodation would not impose an undue hardship on the employer

Recent Employment Decisions Developments in the Law and EEOC

Litigation

LEGAL UPDATEs ON JlAslrl bl ADA

moRqJ - bampS Miami District Office

August 9 2013

I Pregnancy Discrimination Title VII - Text of the PDA (42

USC 2000e(k)) bull (k The terms because of sex or on the basis

of sex include but are not limited to because of or on the basis of pregnancy childbirth or related medical conditions and women affected by prebgtnancy childbirth or related medical conditions shaD be trtated the sam e for aU employment-related purposes as other persons not so af fected but similar in their ability or inability to work

May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc

EEOC Houston Fundinr


PREGNANCY-RELATED IMPAIRMENTS ADA

v 2012 WL 3043021 (SD Fla July 25 2012)

bull 11= ffhad ahogh-mk pgnoncy h bbullbr n breech po11non thro t tn lnng IJt lnttr alra prtmlrure contnctions mcreufd hem ntt ICVttC momngsbullcknest bxk p11n and lowtr abdominal pam and d1rtc q room vtllts

bull Hltld Wit bull hltgtlthr pgnonaltS are no1 orvltTltd und-ADA prltgngtnltymiddot rrlakd comphcJMns nur d1uh brin 1f 1hey an sevne or long en-ough m dunaon MoHon to dtmiSt demN and pbmuff dirrcted 10 file 1mended complllnt Jlltgang spmfic m1jor hfe xt1nnes whKh were tububullunull hnuttd

PREGNANCY-RELATED IMPAIRMENT NOT SUBSTANTIALLY UMJTING UNDER ADA

Selkow v 2012 WL 2054872 (MD Fla June 7 2012)

bull Pregnant plaintiffs weakened back prevented her from doing heavy lifting from 5th month on

bull Held Condition nor substantially limiting summary judgment granted fo r employer

Pregnancy Discrimination Title VII

bull v 2013 VL 23601 14 (Sbullh

Cir 2013)

- EEOC 3ll ged mployer rerminared charging parry cause she ed to express breast milk mployer

claimed ir l rminar d her for JOb abandonment

- Remiddotersing summary judgment for cmploy r court held that bcration is a medical condition relat d to pregnancy and 1h re were 1ssu s of facr concerning employers reasons for tcrminaring Ihe charging party

- ADA Implications

May 9 2014

39

Scrctln)d Beverly Healthcare LLC

Young United Parcel Serv

EEOC y Hill Co untO Farmbull gc (1lbully I 013 SD lou-)



bull v 656 F3d 540 7th Cir 2011) bull Employer policy of limiting light duty to workers

injured on the job did not discriminate against pregnant employee

bull Employer treated prcflant workers the same as workers injured off the job by denying light duty to both

bull Implication for ADA

Pregnancy Discrimination

bull v 707 F3d 437 (4th Cir 2013) bull Pregnant worker th 20middotpound lifting restriction

not entitled to light duty under the PDA

bull Employers light duty policy was limited to individuals injun=d on rhe job those with disabilities and those who lost Department of Trtnsportation cerrification to drive commercial motor chicles

bull ADA Implications

II ADA

bull EEOC bulllle d thbullt Hill Country Fanns (dba Henrys Turkey Senice) subjected 32 men 1th intdlecruol di bihues to bullbuse and discrimination for 20yean

bull The OrkeD were sent from Teus to an Iowa turkey procenong plant 11middothe re they were tsobted bullbused mode to lie in substandard conditions bullnd pbullid $65 per month

bull The jury au-rded $240 Million in damaglts to the EEOC - lbullter reduced to the st2tutory c1ps

May 9 20 1 4

40

Kchb y CounJy g(Oakand

lgnsbull y Wabzcn Cp

KalaU y Alljant Enerex CoQoratc Scrvjlo Inc 691 FJd 925) (Sih Cir 2012)


ADA QUALIFIED - ESSENTIALJOB FUNCTIONS

2013 WL 1 1 5647 (6 Cir Jan 10 2013)

bull Summory judgment rversed on question of llihethr plainttiT who is deaf was quahfied to be a lofegubullrd

bull Employers doctor ond aquotic safety consultants mbullde no indlidualtzed osscssment to determme middothether plainttiT could perform essential functoons middothile there wos evidence from plaontipoundrbull ex penbull regrdbullng how bull deaf penon can cbullrry our hfeguard dutiltS eg detectoon of distrssed s1mmers is visubulllly based enforcement of rules 1n a nolsy environment rquirs use of whiStle bullnd gestus

ADA QUALIFIED ESSENTIAL JOB FUNCTIONS

7gt F3d 9 (I Cir by 10 2012)

bull Sto manager not entbulltled to delegte physic a dutoes of her job 10 subordinates

bull Eiscntiol functions of her job mduded doing phybullicol ttsks DICenory () to tmprove and man121n the stomiddots condmon nuintenonce ond appearance and () to implement menhondo5ong gwdelinu rgrdbullng promotional spgtee and dbullsplay tables

ADA QUALIFIED ESSENTIALJOB FUNCTIONS

bull PI ainu ITsought and wu denoed a strtght doy 5htft 21 an occommod2toon for her d12betes

bull Summory judgment for employer bullffirmed Rotating schedule listed u bull rquircmcnt on job description ond it sprad undesirable shifts omong bullII rsource coordbullnbullton

bull A1middotoiding employee complunts and mbullintuning morole bulllaquo legitimate bubulliness laquogtSons for a scheduling decosion

May 9 20 1 4

41

Samper Medical

City of York

State Bank


ADA QUALIFIED ATTENDANCE

v Providence St Vincent Center 675 F3d 1233 (9h Cir 2012)

bull Neo-not)I ICU NICU) nunc nquested accommodoti m of unspocoficd number of unplanned obsences

bull Held Pndictablc onbullsote ottendonce is an ebullsento)l funcuon of NICU nurses job Job requires oeamwork face-to-face interaction 11h pgttients and orkong ith onsotc medkal equipment Because of spocoalozed NICU tnoning NICV nurses ond gcnerol nursong stoff ore not fungible

bull Denial of occommodgttoon nqucst upheld

ADA QUALIFIED - ATTENDANCE

McMillan v New _F3d 2013 WL 779742 (2d Cr Morch 4 2013)

Defend ant tllod case nunofgtcr ith morning drowsiness reb tcd to schozophrenio to orrivc lotc for mon thon a docodc but btcr dosciplincd him denied him nextimc and temunoted him

Summory judgment for defendont reversed oouns must cngagc on a fKt-bullpocofic onqwryh into a JObs euential functions

Goven the bullvaobbility of nexttme and dcfendont$ histcry of ppronng McMillms lotc om-11$ then -15 o genuine IJ$Ue of

-tcri1ol fact whether orri-ing on time w-u an euential funcuon of the lob


Wandersee v Fanners 2012 WL 1666391 (D Ifinn llay 9 2012)

bull Bank compliance officer h MS sought ond IS denocd a Ocxible work schedule (oncludong working oucsode norm) butlung hours) to overgtgc o 40-hour 1-ork week

bull Coun connot find )5 o molter of low that Wonderscc -15 required to Ork spocofic hours ot the bonk as an esscnual function of her jOb

May 9 2014

42

Gog nan y Federal Reocryc Bank of New York 2013 Wl 69196 (SDNY Jgtn 7 013)

EEOC y United Airlines Inc

EEOCv Ford


REASONABLE ACCOMMODATION INTERACTIVE PROCESS

bull Plgtintiff who hbulld PTSD bucd on bullbullPriencc of being trtpPd on gtn office building ncar the World Tnde Center on 9 1 1 hd gtn extreme febullr of workmg on a bwlding overlookong Ground Zero He requested tO be moved to reds Mbullon Building or 10

tdework

bull Held Employer rngty not have engaged on good ftith in the intencrive proceH where ir denied nqiltst becgtuse o f poor pcrformmcc it offered altcrnarivu thar dod not resolve rhe problem and ot stgtted rhbullt ot w1ll not 198 ro chan ots mtnd

REASONABLE ACCOMMODATION REASSIGNMENT

2012 WI 3871503 (7h Cir Sept 7 2012)

bull Obullorrubng EEOC Hot1bullbullmiddotKit64 m loglgtlt f USAiiJmiddot 1 ilmult the coun held thgtt the ADA docs ondced tTWldarc that an employor Jppomt emplorees With dbullnbiJuct tsV2C1Jtt poUaonbull fur whech they are qualtfied pnmded that such aeeommOOtiont wgtuld be onbnanly rnsongtble and would not pment an undue hudthip to tlut employltT

bull fLmrdtrr1cC1ed th propo1nwn an Htbullsllldtthl that the ADA is fleelr a o4nondCscnnUnaaon JDNtc and bulloot a rmrubtory preference act sDtulg dut suchan enr))rrabOn bullbullfampJls to recogmze what the JDA l(laquofle11 namrly that preferenon w U tomebmes probulle necnurr to xhtne the Actbull buoc equal oppomomty goal

REASONABLE ACCOMMODATION TELEWORK

Motor Co 2012 VL 3945540 (ED llich Sept 10 2012)

bull llamuff a rcsale buyer wu denoed her request to teccommute from home for up to four days a cck

bull Summary judgment for employer bull plgtinnrrs tab which required spur- ofmiddotthe-momcnt group problemmiddotsoJvng did not 1end tself to frequent unpredictable middotorkdays out of the office

May 9 20 1 4

43


Univ of Texas Southeastem Med Ctr v Nassar

Patct rwttJff Dr Nbullnbullr omptantd It hmtl to Dr Fiu about hil llolp(fttQr Or LtviN for t11UUMI1 bullcrurinulnc hit bJlinc pncnn and ptoductmty and fabull ttabnJ tNt middle-c-utlmln art au In trambullbOftltll iO a po11hl)ft 1wty from hit I4Mndor De Nauar wtOttthat tht ttuon fCNthtmcm IIU 0f- LtWtt ft f)l1ll and eulnatalbw IIIIIU Anbt 1nd MUIIliml 1hlt rnulwd 1n a hottJr Mlik nmn3NTWnL Soon thtrtafctr phatlbfrl

offtt wu ttmndrd it wtt obMrd co br (h Fm to whomplairlbpoundf firu compW4

Supmnc CcMt OttiOft- The eot ncartd the FifrhCuaalbull dtcuion ond tvld dut 1M IIPPfDPLitc ttandml of llabWIJ fobull Title VII rrtatitt10n tlaime a lht but lot UutlbOtl ttMdanl tht Court JtctN dw uandtd sn fonh 1n Srctton 70J(mJ ofl1clt VU andrcm4Nitlithe cur fot Nnhtr conudlrstioft contiltml vn h tn opWan lrnpliuOOM or Otcaon n dt-cttiCNI platnnffa 1Q prowe lha1 tttaldcion Iamp llv t for CaaampC of an adwrv acnon In cau1 nftn both rrtalithon and natw (t4-o nctr duciWMItton the JW1 mty hnt- 10 bt 111 NiO Jfltrtnt u utton imtNChom

Selected Recent EEOC Consent Decrees and Decisions

o Hetuybull Twi by I 2013 (Dabullenport IOWl bull ADA mtciiCCtual dlsabiluies o Jury Awanl $2 0 moUion

Care giving Discrimination

44


Discrimination Against Caregivers

bull Covered under EEO Jaws when based on a protected characteristic

bull Also implicates other laws eg FMLA

Family responsibilities discrimination

Caregiver stereotyping under the ADA

It is unlawful to discriminate based on stereotypes about an employees ability to balance job duties and care for a relative or other individual with a disability


bull Example A job applicant reveals during her job interview that her husband has MS Under the assumption that she wiU not be able to work overtime when necessary the employer refuses to hire her

45


GINA Genetic Information

Nondiscrimination Act of 2008


bull Note however that an employer is not required to provide an accommodation to the employee in order to aUow him or her to care for the person with a disability

ADA vs GINA

bull ADA prohibits discrimination on the basis of manifested conditions that meet the definition of disability

bull GINA prohibits discrimination based on genetic information and not on the basis of a manifested condition

46

Jha11101 atplaquoJt rrqJiitr ortutrrbtm

rcqucsripg rcqymog or pnrcbasjpg

confidential


Acquisition of Genetic Information Prohibited

bull General Rule- 29 CFR 16358(a)

bull Covered entities brencllc mfonnation of m applicant or employee

Basic Rules Related to Employment

bull Prohibits l1il of genetic information to discriminate in employment

bull Includes prohibition on h ruJmcnt and rot li l10n

bull Restricts employers and other entities covered by GINA fr om genetic infonnation

bull Rlaquo]uircs that covered entities keep genetic information subject to limited exceptions

What is Genetic information

bull Genetic Information includes in formation about

I An ondivoduals netic test (16353(1)) 2 Genetic tests of funily members (1 635 3( )) 3 The manofeslltoon of a dosegtSe or disorder on family

members (family medocal hostory - II conditions not lomned to condmons currently kno-n to be mhentablc middot

1635J(b)) 4 Rcquestnceipt of netiC servbullcu 5 Genetic info of fetus or embryo camcd hcld by mdl1olual

or family

May 9 20 1 4

47

uuittingly

bull Exampls ofjnadv acnr acquisjrion- 16358(b)( l )(ii)r

response mquiry about fgtrnily tg 1ih qwbulls voyr son frcltng today or Dtd __ __ __ nr gt ked

been iignosed


Genetic Information DOES NOT Include

bull Information about an individuals or family members race sex ethnicity or age

bull The fact that an individual currently has a disease or disorder (manifested condition) - this individual would be protected by the ADA if the disease rises to the level of a disability

No GINA Liability if-

Six Permissible Receipt Requirement

Acquisition or use of Genetic information

under 1635 8(b)

1 No Liability for Inadvertent Acquisition - 16358(b)(1)

bull Protects CO red entity that receiCS otherwise prohibited generic information

bull wpt of unsolicited cttUll mesuge thu 1ncludcs genetic informtuon gtbout bulln employee

bull during a cgtSugtl con venatiOn or on to bull general the bullndllulls or members -middotell being

of gtn employee whose mother hgt just u1th cgtnccr

May 9 20 1 4

48

Medical Exams Related to Employment -

proyWed to tbe emnJoyer

g

ung

g


Prohibition on Requesting Genetic Inronnation during

16358(d)

bull ADA Employers may conduct post-offer medical examinationsinquiries or fitness-forshyduty examinations consistent with ADA rcquirements

bull Employers must direct THEIR doctors NOT to coUect genetic information when conducting employmentmiddot relatcd mcdical exams (eg post-offer or fitness-for-duty medical eCaminations)

Employers Requesting Health Information - 16358(b)(l)(i)

bull If mploy r nmJ1 (vrrbally or in writing) individual and 1hrit hrahh care providers from whom rmployer soughbull in formation Ihat genetic in fornution mus1 NQIh

but i1 nc iv s gene11c information anyway 1har receipt will be considered inadvertcnland not a viol31ion ofGINA

bull If employer does no I give such a notice it nuy tull emblish 1ha1 i1s receipt of genetic infornution was madverten1 1f i1s requeft was not likely to result the employer obtaminggenetic infornution

Model Language for Warning -16358(b)(l)(i)(B)

bull TheGmehC lnfomution NondiKnm mhltgtnllcl of2008(GINA) prohibus rmployttnd othltr tnloties coverrd by Gl Nil Titllt II from laquoqutllin or requtringgmtiiC infomuiOn of bulln indoVIdWllor ampmuy mMnbtr of the odovodWl ltgtcP u bullpecofUy bullOoTltI br 1hos bw To complr ith this law illtt a l1121 you nor provult- illnr CilCh( utfonnation tohrn rrspondtng co this rr9uru for mnbcal ufonnahon Gmenc informatiOn bullbull dcfoned by GIN Amcludto an ond1vodWllo fgtmdy medial hos1ory 1he rt1ul1gt of gtn ondovodualo or family mrmbtrs gtnlthlt 1n1gt 1he ampc1 1hat an ubulldoniWllor an u1divodWlis family mrmbtt sousht or ffCen-ed grnrhc KrvtCel and rnruc mfonnation of a fttul nmnlbr an olldMdWlior an mdYodWllo famdy rn=btr or an cmlnyo bmiddotfuUy held by an uodnndual or ampmily mrmbtt receiving gtUIIIM

roduenvt krlCel

May 9 2014

49

c


2 Permissible to Acquire Genetic Information Through Employer-Sponsored Health or Genetic

Services - 16358(b )(2)

bull Employer may rcquell genetic information 111 pan oro hcohh or genetic 1ervke 1uch 111 a wcllnc11 prognm thou mcell 1pecific rcquircmenll bull Voluntary rmployrr musl not rrqu1n partsapauon nor ptmhu

employ who o not panicbullpatr

bull Pnor bWNo-mg volun af) and wrinm au1horizaoon

bull lnfonngttKgtn gon only to lfl lVduollnd hahh ca provodtr

bull Employtt gtts bullnformnion only bulln oggttgatlt fonn bull No ftnancial iMucrmonts (r g h gift catdo Hlum) may be

offeftd in RNm ror thr pEOISIOR ofgMrhC lnfOtmaiiOO

Financial Inducements That Are NQ1 Prohibited by GINA - 16358(b)(2)(ii) and (iii)

bull orrmng $150 to rmployerbull 10 fill out 100-qutotlon HRA thot includrs 20 questions about generic 1nfonnat1on IF ductions make dtlr thot SISOwtll be gwrn whcther or not the 20 queohom conlaquombullnggtntht information bull answr and drorly rntbullfydmse qurstions

bull Offoting $150 to daose who chao to panicipart 1n eight numgmtellt program as long 11 pamcrpation and inducemnu 11 offtrtd bod on volun11nly provultd gtnlth infomuhon weUas mformanon concemmg rurrmt hnbh status 1nd ltfe sryle cholCeS

bull Samt is above offltnngrnubull totJimg SISOyeor for altlultVlnJ cenao hrohh goal like lotingweight or lowrnng cboletterol

3 Permissible to Acquire Family Medical Histocy under FMLA-

16358(b)(3)

bull lndh-idual requesnng lean under FMLA OR other similar local or Stile laws OR company policy to care for fam1ly member with serious heahh condition toill be required to provide family medical history

bull Covered entity who receives this information does not viobtc GINA but must keep It in separate medictl file and feat i1 as a confidential medial record

50


4 Pennlssible to Acquire Genetic (nformalioo Through Commercially amp Publicly Available

Documcnl8 - 16JS8(b)(4)

bull NtWspapers periodicals magazines books

bull Information obtained through electronic media such as television movies or the Internet

Exception Dalt1 Not Apply if Employer Acquirebull Genetic Information Through The1e Source

bull mecllcal datababullebull court ncotdt or nearch databa1e1 available to bullciencibulltbull on a rebulltricced babullibull

bull bullourcebull th limited bullccebullbull (ie thoee that require pcrmi11ion to accebullbull liom a opecific incllvidual or iten acce11 it conclltioned on mcmberthip in a group)

bull commetdaUy and publicly available IQUtccl that the covered entity acce11ed with the intent to obtain genetic information

bull IQUneo whether or not they arc commcrciUy and publicly available ifthc covered entity Ibull likely to acquire 11cnedc information by acce11ing that iQurcc

5 Pennissible to Acquire Genetic Infonnation Through Genetic Monitoring

- 16358(b)(5)

bull Must meet certain requirements bull Wr inen nmicc and knowing volunrary authorization (unless

required by law or reg ulation)

bull Information goes only to indivodual and hellth care provider or cenified netic counselor onvohmiddoted on monitoring program

bull Covered ntiry IS informgt lion only on the bullJilfJ31C

51


6 Permissible to Acquire for DNA Testing - 16358(b) (6)

bull Applies only to employers that engage in DNA testing for law enforcement purposes as a forensic laboratory or for purposes of human remains identification

bull These employers may require genetic informacion from employees only to the cxtent thu such genetic information is used Cor analysis of DNA markers Cor quality control to detect sample contamination

Confidentiality - 16359

bull Beginning Nov 21 2009 and thereafter genetic information that an employer has must be kept confidential and placed in a separate medical file (ADA file is OK)

Disclosure Allowed if M

bull Luruted Dbullsclosu Rules - Some xcep110ns similar to ADAs rules others unique to GINA

bull Exceptions - IG35 9(b

bull To the individual or fumily member to whom the information pertains subject to written request

bull For research purposes pursuant to 45 CFR Pt 46

bull For FMLA purposes

May 9 20 1 4

52

genetic the

contagious pre ents hazard life-threatening

(Workers duty)

Occupational the employees

the


Disclosure Allowed if-

bull To government officials investigating compliance with GINA where relevant

bull Pursuant to court order but only the information expressly authorized by order

bull To federal state or local Public health agency where an indrviduals fambullly member has a

disease that imminent of death or illness

A Word about EMR

Discussion applies to both ADA and GINA Information

Electronic Medical Record (ElIR) that contain bull work related injuries and illnesses or other

occupational health information Camp fitnessqualification for and

bull personal health information about manifest conditions (ADA) or non-manifest conditions (GINA)

bull Issues Raised

bull Should an Employer or its Health Provider (ab-ent) have access to health information via the ElIR without employees consent and

bull What obligation does the emplo)er have to safeguard confidential EMR

May 9 20 1 4

53


ANALYSIS

bull Title I of the ADA and Title II of GINA limit employer access to medical information

bull Regardless of whether an employer or an occupational health provider maintains information in paper or electronic files it must ensure that personal health information about applicants or employees cannot be accessed except under the prescribed circumstances

ANALYSIS

bull No basis for distinruishing between this situation and other disability-related inquiries

bull EG Vhere an employer asks an employee or an employees doctor to provide documentation about a disability or searches through an employees belongings for the purpose of uncovering information about a disability

ANALYSIS

bull Once an individual begins working an employer may only ask disability-related questions or require medical examinations that are job related and consistent with business necessity 29 CFR at i 163014(c) Generally this means that an employer may only obtain medical information where it reasonably believes that an employee will be unable to perfonn the job or will pose a direct threat due to a medical condition

54


ANALYSIS

bull Medical information also may be obtained to determine whether an employee with a nonshyobvious disability is entitled to a requested reasonable accommodation or satisfies the criteria for using certain types of leave such as leave under the Family and Medical Leave Act or under the emplorers own sick leave policy

ANALYSIS

bull Tite information sought must be limited in scope For example an employer cannot ask for or view an employees complete medical record because it is likely to contain information unrelated to the need to make an employmenr-related decision

bull An employer may not obtain medical information about an employee or view an employees personal hcalrh information unless the employee has executed an appropriate release

ANALYSIS

bull ADA pro ides that informtion obtained by an employer rcguding the medical condition or history of an applicant or employee must be collected on separate forms kept in separate medical files and be treated as a confidentill medical record 29 CFR sect1 6l014(b)(l)

bull Genetic informtion obtained under one of GINAs limited exceptions must also be kept separate from personnel files and treated as a confidential med1cal record

bull This information may be maintained in the same file as medical informtion obtained under the ADA 29 CFR sect16159

55


bull Maintaining personal health information and occupational health information in a single EMR particularly one that allows someone with access to the EMR to view any information contained therein presents a real possibility that the ADA GINA or both will be violated

ADA FMLA WORKERS COMPENSATION

bullSide By Side

Comparisons

Side By Side Comparisons

bull Q What is the relationship tween requirements of the FMLA the ADA and Tide VII

bull A The FlILA and the ADA both require a covered employer to grsnt medtcal leave to an employee in certain circumstances

bull The FJILA and Tade Vl both have requirements governing leave for pregnancy and pregnancyrelated conditions In addiuon under 1idc VII employers must not discriminate on the basis of race color re gion sex or national origin when they provide family or mcdical leave

56


bull Q Who enforces the FMLA

bull AThe Department of Ltbor enforces the FMLA The poundEOC ha) no enforcement nsponsibmty for the FMLA

bull Q What leave it an employee entitled to under the FMLA A Under the FMLA an eLgible employee may take up to 12 workweeks ofleave during any 12middotmonth period for one or mon of the following nasonsr

bull (1) The binh of a child and to can for the newborn child (2) The placement of a child with the employee through adoption or fmter can and to can for the child

bull (3) To can for the employees spouse son daughter or pannt with a rio us health condition and

bull (4) Because a serious health condition makes the employee unable to perform one or more of the e mtal functions of his or her 1ob

bull Xihat other rights do eligible emplorees have in conjunction with FMLA leave

bull A During FMLA leave an emplo)middoter must maintain the employees existing level of coverage under a group health plan

bull At the end of FMLA lcavc an employer must rake an employee back into the same or an equivalent job

57


When FMLA ADA and Title VII Coverage Overlap

bull Q Whgtt nnployen art cobull= by tht FMLA thc ADA and Titk vm

bull A The FMLA coven pnvate cmployen woth 50or more cmploytlts

bull The ADA and Titl VII cobullbullct private tmployen with IS or mort tmploytes

bull TIIUsonly thoK pnvatt tmployen With SO or mort cmploytcs art covcttd cmocunently by tht HILA doe ADA and Tulc Vll

bull Statlt and local gobullctniTICIll cmploytn art cobullmiddotbull by tht ADA and tht FMLA rtgotdltll of tht numbolt of tmploytts

bull Statlt and local govtmmtnt tonploycn art cobullmiddotbull by Titlt Vll hownmiddotu only 1f th luve 15 or more nployrCs

bull Arc all employee who are protected by Title VI or the ADA also cntitfcd to leave under the FMLA

bull A No Employee protected by Tittc V I or the ADA must be independently e gible for FMLA leave Eiigtbility for FMLA leave depends on $centetll factors for example length of servtce or the number of work weeks already US(d by the employee under FMLA In lddition an individual must be employed by an FMLAmiddot coend employer with 50 or mon employees to obtam FMLA leave

FMLA serious health condition and ADA disability

bull Q What is a serious health condition under the FlILA A An FMLA serious health condition is an illness injury impairment or physical or mental condition that involves [i]npatient care or [c]ontinuing treatment by a health care provider

58


bull Q Ibull an FMLA ltrioubull hnhh CQndonon the as an 1DI do Woly

bull No An FML smous heahh condition i1 not nternanly an ADA bulldisability An ADA thuhbulllny 1S an 1mpunnrn1 lhal substumally htnIIS one OJ mote ltIJOt l1ft achnhtS il record 0pound tuch an ompaonnenl or bemg reganled a1 loavong such an impainnen1Some FMLA ltrious hnhhcondmons rnay be 1DI dosabilories for eumpk mos1 cancrn Jnd senous srrolres 0d1Cr Krious hnbh condinons may nol be 1DI disahllihu for example pltqIWIC) or 1 murine brokrn ltg or hrmia llus is brause the CQfldlhon bulls not an 1mpatnnen1 (eg pRgnancy or be-campust Ihe 1mpunnmt 11 not subslanhally lnn11ong (eg a rouhne broken lbullg or hnoa

bull In addition the fact that an individual has a record of a serious health condition does not necessarily mean that she has a record of an ADAdisability Under the ADA an individual must have a record of a substantially limiting impairment in order to be covered

bull Finally just because someone has a serious health condition also does not mean that the employer regards himher as having an ADA disability To satisfy this prong of the ADA definition of disability the emplo)er must treat the individual as having an impairment that substantially limits one or more major hfe activities

59


bull To determine if an individual has an ADA disability aU pertinent evidence including any information about whether the individual has or had a serious health condition should be considered Under the FMLA regulations emplomiddoters must aUow EEOC investigators to review pertinent FMLA medical certifications and remiddotcertifications and other relevant materials upon request

Medical Certifications Inquiries and Confidentiality

bull Is there a conflict between the AIlA provision aUowing emplo)middoters to ask for certification that an employee has a serious heahh condition and ADA restrictions on disability-related inquiries of employees

bull 1 No Wh n an mploye requests leave under the FMLJ for a serious health condition employ rs will not vtoJte the 1DJ by asking for the information specified in the FMLJ cenification form The FlILJ form only requests information relating to the particular serious h alth condition as defined in the FMLA for which th mploye is seeking leave 1n mployer is entitl d to know why an mployee who otherwise should be at work is requesting

time off under the FIILA If the inquiries are strictly limited in this fashion they would be jobrcbted and consistent with business necessity under the 1DJ

60


bull May an employer keep a single confidential medical ftle for ltach employee separate from the usua1 personnel file for medical documentation under both the ADA ami the FMLA

bull A Yes An employer mty keep a single confidential medical iile separate from the usual personnel file containing both FMLA and ADA mcdcal nformtion bullf the employer follows the ADA confidentiality standards This includes followmg the ADA interpretations of those confidentiality exceptions that arc set forth bulln b01h the ADA and the FMLA regulations22 For example employers mty not gle supervisors and mtnagers un mitcd access to the mcd1cal files However employers mty give supervisors and mtnagcrs informuon concerning necessary work restrictions and accommodatiOns

Comparison of ADA and FMLA Leave

bull Q Docs the FIILAs limit of 12 workweeks of leave in a 12middot month period mean that the ADA also hmits employees to 12 middotecks ofleave per year

bull A No The FMLA doc not mean that more than 12 weeks of unpaid leave automttically imposecs an undue hudihip for purposes of the ADA An otherwik qualified ind1 idual W1th a disabity is enutled to more than 12 weeks of unpaid leave as a reasonable accommodation if the additional leamiddotc would not impose an undue hudsh1p on the operation of the employers busmess

61


bull To evaluate whether additional leave would impose an undue hardship the employer may consider the impact on its operations caused by the emplopes initial 12middotweek absence along with the undue hardship factors specified in the ADA See 29 CFR sect 16302(p)

bull Q How do the ADA and th FlILA requirements compue regmling intermittent or occasional leave

bull A Under the ADA a quabfied individual with a diEab1hty m1y work partmiddot time in hiS her current position or occaSionally take time off as a reasonable accommodation if 1t would not impose an undue hanbhip on the empo cr If (or when) reduced hours create an undue hardsh1p in the cumnt position the employer must sec if there is a vacant equivalent position for which the employee is qualified and to umiddoth1ch the employee can be reassigned Without undue hardship while working a reduced schedule

bull 1 ( lR laquoJUknt positiOn IS not l IUbk the ompl yltr ffiUST look fOt 2 want pooirion at bull lower lmiddotd for wholth lht employ IS ltJUgthfitd Conunutd auonunoda11on rs nor ttqlurtd if a vaan1 postton ar a lower lcmiddotol IS aloo ungtvtobblc

bull The ADA dOlto not prolnbit an ltmployltr bullnd bulln employltlt from bullllft1ngon bullnotlltf mutually alaquoltptobk bullc gttoon Fot tumpk bulln tmployltr and ltrnp lt mgty gtgrlt lo bull tnnsfltt on lttthltr bull tltmporuy or a pltnnanmt buiS 1fboth partiltS btlJtVt that tulth a tnnsfltt lffltrablc 10alaquoammoduongthlt ltrnplOJltlt on lushltrcurrmt position

62


bull Under the FlILA an eligible employee may take leave intemuuently or on a p311middottime bam for his or her own serious health condition when medically necessary for 1reatment or recovery until she has used up the equivalent of 12 workweeks in a t2month period When such leave is foreseeable based on planned medical treatment an mployer may rcqwte the employee to temporanly tttnsfcr

(for the duration of the leave) to an avaolable alternative position for which the employee is qua lied and which bencr suits hisher reduced hours

bull Q Whao= middot uuamnrnr ripns wgtdltr rhlt IDA and rhlt FMLAI bull A Uodltr thlt IDA ohr anployrr isrnudltd rrcum rhlt job unltn rhlt

ltmploytr dtmOOsrra holdg lht job open ould P undur hardship

Ill tn KWnr mbncHJ11 nTpiOJ T fTCIIMit rmrt In undn cht ADA tvm arttr thlt r hn communoad dut annal hold lhr rmpiltgtJlaquobull job open any

grr (lr lhrrr is undult hbullnbhop) In lhis lhr 1DAd ltmpiOJltr mwa Itt 1fir twa nant tqwnJetu posmon for lihith 1he nnpofH di quilir and 10 wtuch die tmPOJHan be rnn wuhouc undue hanbhp 10continue hiahtr leave If an tgtqubullvaknrpotlbon tt nor avWINt 1fle tmPortr muuloolc for a vxJnl pot ilion at a lowtr Jcvd CDntlnutd xconwnod1tion 1a no I ubullml if a lr1Cift position at a lnd is also unanJlhe

bull In other instanc s an employer may hold the original position open and the employee may IIn to return to work but may be unable to pcrfonn an essential function of the original position even with reasonable accommodation Under the ADA the employer must then consider reassignment rrst to a nc nt equimiddot lent position for which the individual is qualified and if one is unavailable to a vacant position at a lower level Funher accommodation is not required if a vacant position at a lower level is also unavailable

May 9 20 1 4

63


bull Under the FllLAa n employee is entitled to return to the same position or to an equivalent posirion29 However if an employee is unable to perform an essential function of the same or equivalent position because of a physical or mental condtion the FllLA does not require the employer to reinstate the emploee into another job

bull Q Do the ADA and the FJILA requuc an employer to continue an employees health tnampurance comiddoterage during mtdical leave

bull A- Under the ADA an employer must continue health insurance coverage for an employee talung leave or woclung plttmiddot time only if the employer also provides coverge for other employees in the same klve or plttshytime status coverage must be on the same tenns normally provided to those in the same leave or plttshytimc status

bull Under the FMLA an employer always must mainttin the employees exittmg level of comiddoterage (includ1ng family or dependent coverage) under a group health plan during the penod of FMLA leave provided the employee pays h1s or her share ofthe premiums) I An employer may not d1scnmmare agunst an employee using FMLA leamiddote and therefore must also provide such an employee wuh the same benefits e-f bfe or disabrlity inrurance) normally prov1ded to an employee in the samt leave or plttmiddottime latus

May 9 20 1 4

64


ADA Compliance When the FMLA Also Applies

bull Q lf an individual uuts Innlt off lor mrdical trnlmltnl should lht ernpio7er lrnl dus as a Ultsl for FIILA leavbull and ADA rnsoruble uconunocbuon

bull A If an bullmploy qu u orne off for a son btro or po gtobly btro ID a dosaboloty(ltg I nbulld wis off to grt rrnrmltnl for a

k problem II employer tbould consoder this a rrqurst for ADA JOilablc arconlmOIation as wtll as FIILA leavt Tht bullmrloybullr may quo FIILA terllfocation and may makbull additional LIIJbilitymiddotmiddotttbtttl tnqubull s 1r nrtCtury to drc1de whtthrr che rmployCr it enmiCCI to reasonable accommodation brause 1 he also has a coverrd dosability Howevrr oltl nnployu statts that sJhbull only 1112111gt to onvokbull nghlt undn thbull flgtILA thbull nploybullr should not make add11oonal onquonro rltbtro to ADA covnagr

bull Q When both the ADA and the FMLA apply how should the employer determine which terms and conditions govem the employees initial 12 weeks of medical leave

bull A Under the FMLA rule an employer must provide leave undcrwhichevcr statutory provision provides the greater rights to employees

bull Q As an altcmathmiddote to a leave of abKnce may an employer offer an effective reasonable accommodation that will enable an employee to conttnue working

bull A An employer rtty offer an employee a reasonable accommodauon other than the lcae she requested under the ADA as long as it is effective For example an employer may offer an ass1stive device an opportunty to work ttduccd hours in the employ middot curttnt job or a temporary ass1gnmcnt to another job if these arc effccthmiddote accommodauons

65


bull l lowever if the individual is eligible foe leave under the FMLA and has a serious health condition that prevents himher from pecfonning an esscntill job function s he has the eight to 11kc a leave of absence of up to 12 workweeks in 12 months even if she could continue working with an effective reasonable accommodation While the Fr-ILA does not prevent an employee from accepting an alternative to leave the acccpllnce mwt be volun11ry and uncoerced

The ADA and Family Leave

bull Q Does the ADA require an employer ro give an employee rime off ro c= for a spouse son daughter parent or or her indimiddotidual wirh a disabr ry

bull A The ADAs reasonable accommodation ob gauon docs nor reqUite a covered employer to gtve an employee trme off to c= for a spouse son daughter parent or other individual with a disabi ry with hom the employee has a relationship However an employer would be reqwted to provide leamiddote on the same terms as it normally provides leave to employees who need ro care for someone who ill

ADA Disability vs Serious Health Condition

bull ADA Disability - menml or physical impurmcnt that substantially limits a major life acrhiry

bull FMLA Serious Health Condition - an illness injury impairment or physictl or mental condtnon that invohmiddotes Inpatient care or continuing treatment by a hQlth care proider

May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage

bull ADA- I 5 or more employees for 20 weeks during current or preceding cakndtr yar

bull FMLA - so or more employecs Within 1 75-milc rtdius for at laampt 20 weeks during current or preceding calendar year

bull Workers Compensation - State laws govern tpplics to mosr Ccn smtll cmploycrs

Employee Eligibility

bull ADA Jpplicont or employee who mem one of the prongs of and con rform the essential functions of the position or lo1thout rcuonoble CcommOltbtion

bull FMLA- An employee who hos worked ot leut 1 months and 1250 hours pnor to the stan of the leove and who Orks at bull loorltsote where there arc 50 or more employees loithin bull 75 mile roltLus

bull Workc Com nution- An who hu on on jury onsong out of or on the course of

Use and Length of Leave

bull ADA - No specbull roc limit for the omount oflu c u bull

reuonob occommodotion thot ds not creole on undue hordsh1p on the employer (RA for di1abled employee)

bull FMLA- 1 weeks m the 1 month period u derned by the employer (quoli(ying event to care for Immediate family member)

bull Workc Compcn13tion - No 8pccbullfic hmit for the amount nf leovc m on jured -orkcr moy hove (injured employee)

May 9 20 1 4

67

regarding l1m1tcd


Medical Documentation

bull ADA- Medical examinations or inqunict an employees dosab1ltty that arc jobmiddotrelated ond to determinmg ability to pcrfann the job and whcthcr accommodatiOn 1s needed utd wid bc cffccttve

bull FPtiLA - Medical ccrtilicotion of thc need for the leave not to txeltcd whgtt IS rcquered in thc Department of ubor (DOL) McdiCol Crtllicollon rm

bull Workcra Compen1ation -Medical information that perta1ns to the employees on rhemiddotjob mjury

ADA Medical Exams amp Inquiries PnmiddotEmploymcnt Appllcadon Procell

bull Prohibits pre-employmenr inquiries

NO workers compensation questions

NO medical history questions NO prescription drug questions

bull NO questions about reasonable accommodation unless obvious disability

Do Not Ask Pre-OfferPre - Employment

bull Hamiddot you v r bt n addicr d ro drugs

bull A you or have you v r bt an alcoholic

bull HaC you vcr fil d a work rs compensation claim or suff rcd an injury on a prc-lous job

bull Will you need time off for medical rrearm t or other reasons associated umiddotith your disabtlity

bull Viii you need an accommodation to perform this job

May 9 20 1 4

68

iob-rrlattd mul roWtal with lwiam lltWDfy


Okay to Ask Pre-OfferPre - Employment

bull Can you perform the job with or without an accommodation

bull Are you currendy using drugs illegally

bull Vill you be able to meet the requirements of our work hours overtime work attendance policy

ADA Medical Exams amp Inquiries Po11 Ofrcr

Abull c-dlliollto llln ol __r IMIDR ewtplof-M kJlshy_

bull Questions about Workers Compensation Claimsbull

bull Medical ExamInquiriesbull

bull As long as questions are asked of all

If rejected the retson for rejection must be

Medical Exams amp Inquiries During Employment

JobRebted amp Consostmt ith Business Necessity

bull Employer has reasonable belief based on OBJEC17VE EVIDENCE

bull Ability to perform es cnrial functions impaired by t

medical condition or

bull EE poses direct threat due to t medical condition

69


-

Restricted or Light Duty

bull ADA Required to be offered if it is a rraJoftablt llmmmodalio11 that dDts 1101 malt aii JifldMt hardship 011 bt tcf)IO)middottr

bull FMLA - Cannot be required

bull Workers Compensation - Should be offered if available as it may diminate the employees entitlement ro the wage replacement benefit

Fitness to Retum to Work Certification

bull ADA - lenmled gtS lang u the medocal exbullmmgtllan md mquy 11 1ab-rebted md necesury to detenmne whether the employee c2n perfonn the essential functoons ofthe job

bull FllliA - C2n only be required undor bull policy or pnctoee th2 requores employees who hgtve been an a similar type of lene of absence

bull Workers Compcnoation - 1-ty be and is typocally requorcd

Benefits While on Leave

bull ADA - No specifibull requirements but cannot doscriorun2te and must progt1d ume benefits u those pro1 ded to employees on non-ADA leave of absence

bull FliiiA- Health coverage must be continued at sune level as pnr to the lc2ve Benefits 01her thgtn health benefits 2re determined by the employers emblished pohcy fer probullmiddotitlong such benefits when the empla)middotec os on other fomu of lebullve (pbullod or unpbullid bullbull bullppropngtte)

bull Workers Compcnution - Not required to be contonued unless run concurrently gt1th FMLA

70


Reinstatement

bull ADA -Rcqubullred reinst tetmnt to previous job unless domg so would reote an undue hbullrdsh1p on the employer

bull FM LA- Requbullred reinllbulltement to the nme or an equivalent j b- NO undue hbullrdsh1p exception

bull Workcn Compcnoation - No reinSiltemenr rights under most Stilt [alliS

ADA Reasonable Accommodation

Reasonable accommodation is any change or adjustment to a job or work em-ironment that permits a qua lined applicant or employee with a disabiliry (case by case assessment basi$) to

- participate in the job application process

bull perfonn the cmnrial functions of a job or

bull enjoy benefit and pri1legcs of employment equal to those enjoyed by employees without disabilities

Is Reasonable Accommodation Necessary

ADA requires employer to provide reasonable accommodation to qualified individwls 1-ith bull disobiliry (employees or applionts) unless it causes undue h1rdship

Employer obligation bull Must provide reasonable occommodotion to aU aspects of

employment bull This duty is ongoing and may arise any time that a

persons disability or job changes

71


Examples of Reasonable Accommodation

bull Written materials in accessible formats such as large pnnt braille or audiotape

bull Adjusting or modifying applicatton policies and proceduru

bull Prmmiddotiding or modifying equipment or devices

bull Reassignment to a vacant position


bull Use of accrued paid leave or unpaid leave for necessary treatment

bull Making a faciliry readily accessible to and usable by an individual with a disability

bull Altering when and how an essential job task is performed

bull Modified work schedules

What is an Undue Hardship

Includes any action that is

Excessively costly

Extensive

Substantial

Disruptive

Fundamentally alters the nature or

appreciation of the business

72


Accommodation amp Employment

bull If the accommodation found does not cause the employer an undue hardship then the employer must provide it to the employee

bull If no accommodation is able to be provided then the employer may release the employee

Health or Safety Defense

If an individual appears to pose a direct threat because of a disability the employer must first try to eliminate or reduce the risk to an acceptable level

ith reasonable accommodation

If an effective accommodation cannot be found an employer may refuse to hire an applicant or discharge an employee ho poses a direct rhrear

The ADAAA contains strict confidentiality requirements

bull Medical information must be kept confidential and out of personnel files

bull Limited access to gtSupervisors and managers

gtFirst aid personnel gtADA investigations insurance carrier

workers compensation

73


EXAMPLE Interaction of ADA FMLA and Workers Compensation

Employer Cmmiddotern1re

Employee Elig bility

3 Length of Leave

4 Medical Documenlrion

s Restricted or l-ight Duty

Fttness-tomiddotRcrum-tomiddotWork Certification

Benefits while on leave

Rdnsltement

Questionsil

Access EEOC Resources

bull Visit the EEOC web site at

wwweeocgov for guida nce fact

sheets EEO updates and training opportunities

bull Contact the EEOC Program Analyst in your area to ask EEO-related questions confidentially

May 9 20 1 4

74


EEOC Program Analyst

Training Outreach amp T echoical Assistance

Florida Puerto Rico amp US Virgin Islands

Elaine McArthur

EEOC Tampa Field Office

Phone (813) 202-7924 Email elainemcanhureeocgov

Helpful Telephone Numbers

EEOC National Help Line

(800) 669 4000 A ibulltancc mvailable in o r ISO languagebull

EEOC Miami District Office

(305) 808 1740


(813) 228 2310

75

charges who

investigated filed-

I I

== w==-r -middot

T JiW1 _____T-ttl oAI __ _ -middot


Authority amp Role

bull The EEOC has the authoril) to investigate and Utigate of discrimination against employers are covered by the law

bull Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding

bull Most employment discrimination cases must be filed and at the EEOC before a lawsuit can be wiD be dismissed otherwise


Total Charge ofDiscrimi tion filed FY 2012 = 99412

Rae JJSil or JJ7 Sa JOJ56 305

Nadonal Orialn - 1083) oriO

llcUaion - )811 or W Color - 2fi62 or 2

RltUilarion 37836 lampl

Aac = 57 or 00 DiubWry 26)79 or 26Y

Equal Pay=1082 or IWo

GINA = 210 or OJ


Total Charges of Discrimination filed FY 2012 = 99412

Raa USll or JJne Sex = JOJ56 or l05yeno

Notional Oripn = 1083) or 109o

RcUJilon = J811 or 38

Color = 2662 or 2

Re111iadon = 37836 or 381

Aac= 7 or 230

Diubiliry 26l79 or 265 Equal Pay= 1082 or 11

GINA= 210 or oJ

ttlUij _ _ __ _ _tnoeef_

May 9 20 1 4

2

1bull




c=) Races J6+1

Gmda111ll








Miami 4 598

Tampa 2804

Sanjuan40 2



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QUIA

May 9 20 1 4

3









TODAYS AGENDA











OVERVIEW


EMPLOYMENT ANTIshy

DISCRIMINATION

LAWS

May 9 201 4

4








bull An employee












5



bull HireFire

bull Wages


bull Harassment








Retaliation




May 9 20 1 4

6


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

1bull




c=) Races J6+1

Gmda111ll








Miami 4 598

Tampa 2804

Sanjuan40 2



1Ut10IIrln Cob


QUIA

May 9 20 1 4

3









TODAYS AGENDA











OVERVIEW


EMPLOYMENT ANTIshy

DISCRIMINATION

LAWS

May 9 201 4

4








bull An employee












5



bull HireFire

bull Wages


bull Harassment








Retaliation




May 9 20 1 4

6


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









TODAYS AGENDA











OVERVIEW


EMPLOYMENT ANTIshy

DISCRIMINATION

LAWS

May 9 201 4

4








bull An employee












5



bull HireFire

bull Wages


bull Harassment








Retaliation




May 9 20 1 4

6


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75








bull An employee












5



bull HireFire

bull Wages


bull Harassment








Retaliation




May 9 20 1 4

6


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



bull HireFire

bull Wages


bull Harassment








Retaliation




May 9 20 1 4

6


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


EEO Complaint

and Investigation

Process






FEDERAL

SECTOR

PROCESS

7

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

Ucbull Color






Discrimination



Threshold Inquiry





8

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

u








compbmt


Formal Stage

Acccp12bility Stogc


bull Accept DismiSS


May 9 201 4

9





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75





Producbon

cAffidgtgtto









bull Time Frames




10





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75





Identical claim



bull MSPB 3ppeal

PRIVATE

SECTOR

PROCESS

INTAKE






May 9 20 1 4

11


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


Service to Employer





Mediation







Investigation






d Evidence Analysis

1 2



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



found








PUBLIC SECTOR

PROCESS

13









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









Other Partnerships





14


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


SYSTEMIC

INVESTIGATIONS











1 5

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

D isparate

(directed targeted)





Treatment Cases






discharge



May 9 20 1 4

16











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75











(3) harassment





17

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

engtge complained

company VII










bull

May 9 20 1 4

1 8



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



impact

i


employment have




bull






REMEDIES


bull Backpay






May 9t 20 1 4

19

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

Services



REMEDIES


bull Backpay




Word of Caution


Retaliation Claims






May 9 20 1 4

20

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

Palmqmst v Shinselo



Pinkerton y Spelm s










bullADA

bullGINA

bullPDA

bullFMLA

bullWC

Todays Focus

May 9 20 1 4

21









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









ADA and GINA

May 9 20 1 4

22


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


TWIN STATUTES

ADA Here and Now




23


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


RECAP ADA Overview

The Americans with

Disabilities Act









24










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75










25

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

would








remission





May 9 201 4

26

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

substantially






to most in the







May 9 20 1 4

27













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75













28


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


Accommodation














29








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75








30


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


Job Descriptions







Job Type


31


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


Job Functions





Essential Functions



with the job







May 9 20 1 4

32













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75













33
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75
















34







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75







35













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75













May 9 20 1 4

36











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75











Some Legal Rules




3



37






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75






Litigation



August 9 2013




May 9 20 1 4

38

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

Mayora Alorica Inc

7-Eieven Inc




v 2012 WL 3043021 (SD Fla July 25 2012)









Cir 2013)




- ADA Implications

May 9 2014

39















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75















II ADA




May 9 20 1 4

40






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75






2013 WL 1 1 5647 (6 Cir Jan 10 2013)




7gt F3d 9 (I Cir by 10 2012)







May 9 20 1 4

41

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

Samper Medical

City of York

State Bank

















May 9 2014

42



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



EEOCv Ford




tdework



2012 WI 3871503 (7h Cir Sept 7 2012)







May 9 20 1 4

43









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









44










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75










45






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75






ADA vs GINA



46



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



confidential















or family

May 9 20 1 4

47

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

uuittingly



been iignosed








under 1635 8(b)






May 9 20 1 4

48



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



g

ung

g



16358(d)









roduenvt krlCel

May 9 2014

49

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

c



Services - 16358(b )(2)












16358(b)(3)



50












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75












- 16358(b)(5)





51













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75













May 9 20 1 4

52

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

genetic the


(Workers duty)


the







A Word about EMR





bull Issues Raised



May 9 20 1 4

53


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


ANALYSIS



ANALYSIS



ANALYSIS


54


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


ANALYSIS


ANALYSIS



ANALYSIS




55




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75




bullSide By Side

Comparisons





56











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75











57













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75













58






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75






59







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75







60







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75







61







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75







62









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









May 9 20 1 4

63






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75






May 9 20 1 4

64










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75










65









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75









May 9 20 1 4

66

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

coverll 1-ith

cmplorce employment


Employer Coverage













May 9 20 1 4

67

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

regarding l1m1tcd

















May 9 20 1 4

68



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75



















69


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


-













70


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75


Reinstatement














71














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75














Excessively costly

Extensive

Substantial

Disruptive



72














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75














73





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75





3 Length of Leave





Rdnsltement

Questionsil






May 9 20 1 4

74





Elaine McArthur







(305) 808 1740


(813) 228 2310

75





Elaine McArthur







(305) 808 1740


(813) 228 2310

75

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