Help Me, Help You: Eighth Circuit Diminishes Notice Requirement for Employees Seeking an ADA Accommodation

This Note argues that the Eighth Circuit’s holding creates uncertainty for both employers and employees. When deciding whether an employer has failed to engage in the interactive process, the Eighth Circuit should look to whether the employee clearly requested a need for an accommodation, rather than examining the totality of knowledge the employer had on hand. Requiring employees to clearly request an accommodation puts employers on notice and thus helps employers better help employees with disabilities. Part II of this Note provides the facts and holding of Kowitz. Part III examines the legal background surrounding Kowitz. Part IV reviews the instant decision of the court. Part V explains why employees should be required to clearly request a desire for an accommodation, as well as provides guidance for employers mov-ing forward. Part VI concludes this Note

Creating Accessible Video for the Online Classroom

Videos are being integrated more and more into the online classroom. However, they can create barriers for learners with hearing problems. If a student asks for an ADA accommodation for a video, you will be scrambling at the last minute to create a text supplement. That\u27s why it\u27s good practice to create a text supplement at the same time that you create a video

There’s No Place Like Work: How Modern Technology is Changing the Judiciary’s Approach to Work-At-Home Arrangements, as an ADA Accommodation,

This comment addresses the extent to which the evolving definition of the workplace has upset the courts\u27 traditional approach to teleworking as a reasonable accommodation for disabled employees under the ADA and ultimately necessitated changes in the reasonable accommodation framework

Idaho Independent Bank v. Frantz Respondent\u27s Brief Dckt. 45655

https://digitalcommons.law.uidaho.edu/not_reported/5718/thumbnail.jp

Employee Medical Exams and Disability-Related Inquiries under the ADA: Guidance for Employers Regarding Current Employees

This brochure is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, Director, Employment and Disability Institute, Cornell University ILR School. This brochure was written by Shelia Duston in July, 2001. It was updated in 2011 by Beth Reiter, an independent legal consultant, Ithaca, N.Y., with assistance from Sara Furguson, a Cornell University Employment and Disability Institute student research assistant