EEOC Proposes Regulations Describing Federal Government’s Obligation to Engage in Affirmative Action for People with Disabilities

Commission Seeks Public Comment on Proposed Rule Implementing Section 501 of the Rehabilitation Act

WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC) today published a Notice of Proposed Rulemaking (NPRM) describing specific actions that federal agencies must take to comply with their obligation to engage in affirmative action in employment for individuals with disabilities. The NPRM is available in the Public Inspection portion of the Federal Register, and will be officially published February 24, 2016. Members of the public have 60 days from that date, April 25, 2016, to submit comments. EEOC has also published a question-and-answer document on the NPRM and a document providing background information and a summary of the NPRM.

Read the press release here.

Related content:

• EEOC Proposes Revised Affirmative Action Rules for Federal Agencies and their Obligations to Disabled Employees (Bradley Arant Boult Cummings LLP)
• ‘Game-Changer’: Federal Agencies to Increase People with Disabilities in Workforce (DiversityInc)

Second Circuit finds that employers may be obligated to accommodate a disabled employee's commute

Lexology.com
Sheppard Mullin Richter & Hampton LLP
James R. Hays and Jonathan Sokolowski
USA
October 11 2011

The Second Circuit Court of Appeals has held that under the Americans with Disabilities Act (“ADA”) and the Rehabilitation Act, employers may be required to assist disabled employees with their commute.
In Nixon-Tinkelman v. N.Y. City Dep’t of Health & Mental Hygiene, No. 10-3317-cv, 2011 U.S. App. LEXIS 16569 (2d Cir. N.Y. Aug. 10, 2011), plaintiff Barbara Nixon-Tinkelman (“Plaintiff”), who has cancer, heart problems, asthma, and is hearing impaired, brought suit under the ADA and the Rehabilitation Act alleging that the New York City Department of Health & Mental Hygiene (“Defendant” or “DOHMH”) failed to reasonably accommodate her disability. Specifically, following her transfer from Queens to Manhattan, Plaintiff requested that DOHMH accommodate her commute by transferring her back to an office location closer to her home in Queens. DOHMH ultimately denied Plaintiff’s request.

Full Story: http://www.lexology.com/library/detail.aspx?g=147306f6-6864-4a6c-aa33-83acff69f85e&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Other+top+stories&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-10-20&utm_term=

Second Circuit finds that employers may be obligated to accommodate a disabled employee's commute

Lexology.com
Sheppard Mullin Richter & Hampton LLP
James R. Hays and Jonathan Sokolowski
USA
October 11 2011

The Second Circuit Court of Appeals has held that under the Americans with Disabilities Act (“ADA”) and the Rehabilitation Act, employers may be required to assist disabled employees with their commute.
In Nixon-Tinkelman v. N.Y. City Dep’t of Health & Mental Hygiene, No. 10-3317-cv, 2011 U.S. App. LEXIS 16569 (2d Cir. N.Y. Aug. 10, 2011), plaintiff Barbara Nixon-Tinkelman (“Plaintiff”), who has cancer, heart problems, asthma, and is hearing impaired, brought suit under the ADA and the Rehabilitation Act alleging that the New York City Department of Health & Mental Hygiene (“Defendant” or “DOHMH”) failed to reasonably accommodate her disability. Specifically, following her transfer from Queens to Manhattan, Plaintiff requested that DOHMH accommodate her commute by transferring her back to an office location closer to her home in Queens. DOHMH ultimately denied Plaintiff’s request.

Full Story: http://www.lexology.com/library/detail.aspx?g=147306f6-6864-4a6c-aa33-83acff69f85e&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-10-19&utm_term=