JRS

More on Accommodations at Work

As a follow up to our previous articles of "ADA and Return to Work", the importance of having an interactive dialogue with workers who mention a limitation in doing their job, became more obvious in the Young vs. UPS case. This case is about a pregnant worker who sued UPS for not providing an accommodation for a lifting restriction she had while pregnant. This was an interesting case for a couple of different reasons - UPS already had policies in place to accommodate non-pregnant, injured employees. While pregnancy is not considered a "disability", there are many possibilities for "pregnancy-related disabilities" (such as temporary carpal tunnel, gestational diabetes, etc). So far, there is a ruling in the employee's favor, because UPS had so many workers who have been accommodated due to physical restrictions, the question became why not accommodate pregnant workers the same way? Although there was not enough evidence to indicate a violation of the PDA (Pregnancy Discrimination Act), the courts & EEOC did think this worker should have been treated similarly to injured workers. The case is back in the court of appeals at this time.

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JRS

Proof that Work Conditioning WORKS!

Proof that Work Conditioning WORKS!

Recently, we analyzed some of our data from work conditioning and determined some interesting outcomes:

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JRS

Now, Where Did I Put My Phone/Keys/Pen/Car?...

I kid (well, sort of), but memory loss is getting to be no laughing matter these days. I don't mean the many times we all have forgetful moments or the normal part of the aging process, but I'm talking about Alzheimers and Dementia disorders that are becoming more and more prevalent in our aging society. According to the Alzheimers Association, by 2025 the number of Alzheimer and dementia patients is estimated to be 7.1 million - a 40% increase in today's number of approximately 5 million.

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