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The employee cannot be punished for making this request. Rule 2 After the employee makes the request, the employer must choose from among three options: Grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
The Massachusetts Pregnant Workers Fairness Act grants pregnant workers the right to the "acquisition or modification of equipment or seating", which is considered a reasonable accommodation for pregnant workers. An employer cannot request medical documentation if a pregnant worker makes requests for seating. [97]
Case history; Prior: 158 F.3d 241 (5th Cir. 1998) (affirmed): Holding; An opinion letter from the Department of Labor, stating that an employer had to get the employee to agree before the employee had to schedule time off, did not receive Chevron deference and instead should receive the less deferential standard of Skidmore v.
Domski's lawsuit, filed in August 2023 in U.S. District Court in Detroit, accused Blue Cross of violating the 1964 Civil Rights Act, which requires employers to make reasonable accommodation for ...
In the context of labor law in the United States, the term right-to-work laws refers to state laws that prohibit union security agreements between employers and labor unions. Such agreements can be incorporated into union contracts to require employees who are not union members to contribute to the costs of union representation.
Occupational Health and Safety Regulations of Northwest Territories states that "If there is a reasonable opportunity for a worker to work while seated without substantially detracting from the work, an employer shall provide and maintain (a) a seat that is suitably designed, constructed, dimensioned and supported for the worker to do the work ...
Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
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