Is this rock bottom?
Hey, you. How you feeling? Personally, I'll be wrecked for the foreseeable future after seeing I saw the TV glow last night. (I apologize in advance if my renewed existential dread seeps through. 😭)
With U.S. employee engagement hitting an 11-year rock bottom, perhaps it's safe to say I'm not alone in feeling that way... This week, the workforce is crying out for change amid aggressive return-to-office mandates, discriminatory hiring, and the often-impossible task of caring for our most vulnerable in an inequitable, inaccessible world.
Full Disclosure is our weekly newsletter, helping you stay informed with up-to-date news, resources, and thought-provoking discussions to help further bridge the gap between employee health and work.
We hope you stick around.
Bosses mandated them back to the office. They took legal action instead.
Since the start of the return-to-office surge, employees have raised a fuss through public outcry, petitions calling for policy changes, and other internal pushback. Now, “litigation seems to be their last resort.”
Consider the case of Zacchery, a designer with congenital heart disease and severe anxiety, who was fired after he refused to return to the office. Despite submitting several doctor’s notices about his medical need to work from home, his employer denied his request. Now, he’s suing the company in U.S. District Court in Connecticut. (And he really might have a chance. 😉)
The ADA doesn’t require candidates to disclose disabilities in interviews, the EEOC reminds employers.
Last week, the U.S. Equal Employment Opportunity Commission warned employers about the crime of terminating employees for not disclosing a disability during interviews, recruitment, and onboarding.
If you're a Full Disclosure regular 🫵, you may have heard mention of EEOC v. All Day Medical Care Clinic, LLC. Now, with the latest public updates on the case, we know that said employee was fired for requesting a magnifier and Zoomtext software for their vision impairment. This mistake cost the clinic $30,000 in damages and back pay.
Under the ADA, “job applicants do not need to reveal their disabilities before being hired.” - Debra Lawrence , EEOC Philadelphia district regional attorney.
Don't have $30,000 to spend? Maybe make sure your recruitment is compliant...
A compliant recruitment process ensures that all candidates, regardless of their unique backgrounds or needs, have equitable opportunities to succeed. This includes access to their lawful ADA rights.
Recommended by LinkedIn
This guide offers actionable advice on creating a more inclusive recruitment process, focusing on candidate accommodations, and underscores the benefits of such practices for both candidates and organizations.
Often as sole caretakers, caregivers are expected to be immortal.
It’d be easier for David, the primary caretaker for his 40-year-old intellectually disabled brother, to engage in magical thinking than to actually take a hard look at future plans. This is often the reality for people charged with the care of someone with an intellectual disability, says Anna Maki , director of the Bobby Dodd Institute .
“[Parents say], ‘I can’t die.' That’s not really very feasible, but I get it.”
An employer guide to supporting caregivers at work
Caregivers run the world, but who really cares for them?
According to research by the American Association of Retired Persons (AARP), nearly 30 million Americans care for someone ill while working a paying job. Especially within the post-pandemic landscape, caregivers are increasingly becoming an indispensable but often overlooked segment of the workforce.
Our latest resource aims to enlighten employers on the critical need for caregiver support in the workplace, thereby enhancing job safety and opportunity for the ones who protect, care, and give love to our most vulnerable. ❤️
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