Joan S. Farrell, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Farrell has over 10 years’ combined experience in employment law and human resources management. She worked as in-house counsel for an employer that had subsidiaries in several states. Her experience includes representing management in administrative matters and discrimination claims, and providing counseling on employment practices. Ms. Farrell received her law degree from Pace University School of Law.
Interview: See Joan’s interview with the Illinois State Register-Journal on social media and sexual harassment.
Video: Watch Joan's recent video on the ADA and employee discipline.
The Utah case in which a federal district court found unconstitutional the state’s same-sex marriage ban is on its way to the U.S. Supreme Court.
A federal district court in Kentucky has struck down as unconstitutional the state’s ban on same-sex marriage (Love v. Beshear, No 3:13-CV-750-H (W.D. Ky. 7/1/14)). The ruling is the latest in a series of decisions by federal district courts following the U.S Supreme Court’s decision in Windsor v. United States last June.
Of all the types of reasonable accommodation employers are required to provide under the Americans with Disabilities Act (ADA), the leave of absence has probably caused the most confusion for employers. What’s often unclear to employers is the connection between extended periods of leave--often in addition to leave required under laws like the federal Family and Medical Leave Act (FMLA)--and the performance of essential job functions.
The city of Baltimore has adopted a"'ban the box" ordinance that restricts employer inquiries about a job applicant's criminal history (Council Bill 13-0301). Before a conditional offer of employment is made employers are prohibited from asking, or requiring an applicant to disclose, whether he or she has a criminal record, and from conducting a criminal background check.
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