![]() On paper, Memphis Light maintained a strict attendance policy for all lawyers in the legal department which required their presence at work from 8:30 a.m. ![]() Mosby-Meachem was employed by Memphis Light as an in-house attorney. Mosby-Meachem claimed that Memphis Light failed to reasonably accommodate her disability in violation of the ADA by denying a request to work from home for ten weeks while she was on bed rest due to complications from pregnancy. In that case, Andrea Mosby-Meachem (Mosby-Meachem) brought a disability discrimination claim against her employer, Memphis Light, Gas & Water Division (Memphis Light), pursuant to the ADA. Employer Does Not Let Pregnant Employee Telework 21, 2018) is instructive in showing the broad scope of an employer’s obligation under the ADA to reasonably accommodate an employee’s disability. A recent decision by the United States Sixth Circuit Court of Appeals in Mosby-Meachem v. A reasonable accommodation for an employee’s disability includes job restructuring, part-time or modified work schedules, reassignment to a vacant position, and a leave of absence from work for medical care or treatment. Consequently, the ADA establishes a cause of action for disabled employees when their employers fail to reasonably accommodate their disability. Discrimination under the ADA includes not making reasonable accommodations to the known physical or mental limitations of an individual with a disability. Under the Americans with Disabilities Act (ADA), employers are prohibited from discriminating against employees on the basis of disability. ![]() Sixth Circuit Finds That Employer Failed To Reasonably Accommodate Employee During Pregnancy Bed Rest
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