Reasonable Accommodation

Seyfarth Synopsis: In a simpler time, courts reviewing medical cannabis laws issued employer-friendly decisions, generally finding no duty to accommodate medical cannabis even when state laws allowed its use for medical purposes. Now, however, the tide is rapidly turning. Where does California employment law currently stand on cannabis? Below we address burning issues regarding accommodations

Seyfarth Synopsis: It has long been clear that the Americans with Disabilities Act (ADA) and California law protect employees who suffer from alcoholism if it qualifies as a “disability.” Although courts have recognized the right of an employer to have legitimate work rules that prohibit alcohol use in the workplace, the line between having

Seyfarth Synopsis: A proposed bill would amend California employment discrimination law to protect medical marijuana users.

California—already famous (or infamous) as a sanctuary in the immigration area—could soon become a sanctuary for medical marijuana users. A proposed bill would protect medical marijuana users from employment discrimination.

Currently, California employers can deny employment to users of

Seyfarth Synopsis: The Court of Appeal, on rehearing, has superseded a 2016 decision that employers must reasonably accommodate work restrictions because of the disabilities of the employee’s associates. The superseding opinion recognizes that employers have no established duty to provide accommodations because of the disability of an employee’s associates.

Seyfarth’s One Minute Memo readers will

Our guest author, Lisa Hart, is a highly-trained double certified coach and member of the International Coach Federation who enjoyed a successful legal career on Wall Street as a litigator for 20+ years. Lisa excels at helping attorneys and other high performers find greater success and satisfaction, personally and professionally.  She can be reached through her website for a complimentary sample session. While her views do not necessarily reflect those of the authors or Seyfarth Shaw LLP, Ms. Hart offers a thoughtful perspective worthy of careful consideration.

Yahoo!’s recent decision to ban its work-at-home program raised concern for some about the future of telecommuting.  The good news is that most companies offer some sort of work-at-home arrangement because doing so is positively correlated with higher retention rates, lower absenteeism, and greater productivity and employee satisfaction.  Still, working at home can be challenging for both employer and employee.  The following guidelines will help both sides design telecommuting arrangements that are effective, productive and mutually satisfying.

1.    Design a Workable Plan.

Employees: You need to meet professional responsibilities and goals.  Consider what support elements you need in place in order to do that.  What are your employer’s expectations and needs?  Are there weekly meetings that you’ll need to attend in person?  Don’t commit to an arrangement that you know you’ll have difficulty sustaining. 
Employers:  Depending on your company’s size, consider telecommuting guidelines and/or policies for the sake of ease, managing  expectations and ensuring consistency in approach.


Continue Reading Making Working from Home “Workable”

What’s the latest in telecommuting?  If you have many employees who rely on their ability to work from home, you probably were interested to hear of a change in trend in telecommuting.  Yahoo! CEO Marissa Mayer caused an uproar when it was leaked to the public that the company’s “work-from-home” policy was being revoked.  People