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	<title>HR News &#38; Views Blog &#187; ADA &amp; Disability</title>
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		<title>Increasing ROI by Making the Pledge: Think Beyond the Label</title>
		<link>http://www.hrnblog.com/2011/11/10/increasing-roi-by-making-the-pledge-think-beyond-the-label/</link>
		<comments>http://www.hrnblog.com/2011/11/10/increasing-roi-by-making-the-pledge-think-beyond-the-label/#comments</comments>
		<pubDate>Thu, 10 Nov 2011 14:32:09 +0000</pubDate>
		<dc:creator>Olivia</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[Affirmative Action]]></category>
		<category><![CDATA[General HR Buzz]]></category>
		<category><![CDATA[Hiring & Jobs]]></category>
		<category><![CDATA[Think Beyond the Label]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2724</guid>
		<description><![CDATA[Placing high value on diversity in the workplace is an undeniable best practice in any company.  Most businesses know that tax credits exist – both federal and state – for companies who hire people with disabilities.  Until recently, however, it was a challenge to determine the monetary value of those tax incentives.  An online resource, [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Shy Bladder Syndrome to Get Out of a Drug Test?</title>
		<link>http://www.hrnblog.com/2011/10/13/shy-bladder-syndrome-to-get-out-of-a-drug-test/</link>
		<comments>http://www.hrnblog.com/2011/10/13/shy-bladder-syndrome-to-get-out-of-a-drug-test/#comments</comments>
		<pubDate>Thu, 13 Oct 2011 13:17:35 +0000</pubDate>
		<dc:creator>Olivia</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[EEO]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2639</guid>
		<description><![CDATA[For as long as employers have required drug tests, there have been drug users who have tried to beat them, or avoid them all together.  Have you heard the excuse that the individual can’t urinate on cue? Before you dismiss this person as a drug user trying to get out of taking the test, take [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
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		<title>Who Qualifies as a Disabled Employee?</title>
		<link>http://www.hrnblog.com/2011/05/23/who-qualifies-as-a-disabled-employee/</link>
		<comments>http://www.hrnblog.com/2011/05/23/who-qualifies-as-a-disabled-employee/#comments</comments>
		<pubDate>Mon, 23 May 2011 11:00:37 +0000</pubDate>
		<dc:creator>Joyce</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2206</guid>
		<description><![CDATA[The final rule on the Americans with Disabilities Act Amendments Act (ADAAA) was issued by The Equal Employment Opportunity Commission (EEOC) on Friday, March 25, 2011.  If you have fifteen or more employees, the ADA and ADAAA apply to you. The ADAAA dramatically expands the population that is considered “disabled” within the meaning of the [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
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		<title>Obesity a Disability?</title>
		<link>http://www.hrnblog.com/2011/04/28/obesity-a-disability/</link>
		<comments>http://www.hrnblog.com/2011/04/28/obesity-a-disability/#comments</comments>
		<pubDate>Fri, 29 Apr 2011 02:38:55 +0000</pubDate>
		<dc:creator>Monica</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[General HR Buzz]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2178</guid>
		<description><![CDATA[Last fall, the EEOC filed suit against Resources for Human Development, Inc. under Title I of the ADA, alleging the company engaged in unlawful discrimination by terminating an employee because the employee was obese. Up to this point, courts have ruled that obesity does not fall into the category of a disability under the ADA. [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Final Rule on ADAAA</title>
		<link>http://www.hrnblog.com/2011/03/28/final-rule-on-adaaa/</link>
		<comments>http://www.hrnblog.com/2011/03/28/final-rule-on-adaaa/#comments</comments>
		<pubDate>Mon, 28 Mar 2011 17:21:40 +0000</pubDate>
		<dc:creator>Joyce</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[General HR Buzz]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2076</guid>
		<description><![CDATA[The Equal Employment Opportunity Commission (EEOC) released the final rule on the Americans with Disabilities Act Amendments Act (ADAAA) last Friday, March 25, 2011.  Although the text of the final rule is still being analyzed, a quick review indicates that the EEOC made several important improvements to the regulation to address concerns raised by SHRM [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Did You Know the DOL May Have Your Organization’s Profile in Their Database?</title>
		<link>http://www.hrnblog.com/2011/03/14/did-you-know-the-dol-may-have-your-organization%e2%80%99s-profile-in-their-database/</link>
		<comments>http://www.hrnblog.com/2011/03/14/did-you-know-the-dol-may-have-your-organization%e2%80%99s-profile-in-their-database/#comments</comments>
		<pubDate>Mon, 14 Mar 2011 21:30:24 +0000</pubDate>
		<dc:creator>Joyce</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compliance]]></category>
		<category><![CDATA[EEO]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Legal Issues]]></category>
		<category><![CDATA[OSHA]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=2026</guid>
		<description><![CDATA[In today’s social media environment, you probably are aware of your personal profile on “Facebook” or “Linked In”.  However, you may not be aware the DOL has a new online resource, the online enforcement database that may house a profile of your organization.  This public database contains information from multiple agencies including Wage and Hour [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Supervalu / Jewel-Osco to Pay $3.2 Million for Disability Bias</title>
		<link>http://www.hrnblog.com/2011/02/17/supervalu-jewel-osco-to-pay-3-2-million-for-disability-bias/</link>
		<comments>http://www.hrnblog.com/2011/02/17/supervalu-jewel-osco-to-pay-3-2-million-for-disability-bias/#comments</comments>
		<pubDate>Thu, 17 Feb 2011 21:39:38 +0000</pubDate>
		<dc:creator>Joyce</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>
		<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=1951</guid>
		<description><![CDATA[There are some good lessons that have arisen out of the Equal Employment Opportunity’s settlement with supermarket giant Supervalu. According to the EEOC, Jewel-Osco had a policy and practice of terminating employees with disabilities at the end of medical leaves of absence rather than bringing them back to work with reasonable accommodations. Approximately 1,000 employees [...]]]></description>
		<wfw:commentRss>http://www.hrnblog.com/2011/02/17/supervalu-jewel-osco-to-pay-3-2-million-for-disability-bias/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Reasonable Accommodation Doesn’t Include Job Held by Temporary Worker</title>
		<link>http://www.hrnblog.com/2010/12/07/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker-2/</link>
		<comments>http://www.hrnblog.com/2010/12/07/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker-2/#comments</comments>
		<pubDate>Tue, 07 Dec 2010 20:42:26 +0000</pubDate>
		<dc:creator>Jane</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=1828</guid>
		<description><![CDATA[Under the Americans with Disabilities Act, a reasonable accommodation could include reassignment to a “vacant” position.  But how is “vacant” defined?  The 10th Circuit Court of Appeals has found that a position isn’t “vacant” simply because it is held by a temporary, contract worker.  In Duvall v. Georgia Pacific Consumer Products, the court ruled that [...]]]></description>
		<wfw:commentRss>http://www.hrnblog.com/2010/12/07/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker-2/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Reasonable Accommodation Doesn’t Include Job Held by Temporary Worker</title>
		<link>http://www.hrnblog.com/2010/11/15/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker/</link>
		<comments>http://www.hrnblog.com/2010/11/15/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker/#comments</comments>
		<pubDate>Mon, 15 Nov 2010 22:03:47 +0000</pubDate>
		<dc:creator>Jane</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=1717</guid>
		<description><![CDATA[Under the Americans with Disabilities Act, a reasonable accommodation could include reassignment to a “vacant” position.  But how is “vacant” defined?  The 10th Circuit Court of Appeals has found that a position isn’t “vacant” simply because it is held by a temporary, contract worker.  In Duvall v. Georgia Pacific Consumer Products, the court ruled that [...]]]></description>
		<wfw:commentRss>http://www.hrnblog.com/2010/11/15/reasonable-accommodation-doesn%e2%80%99t-include-job-held-by-temporary-worker/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Cancer in Remission is a Disability</title>
		<link>http://www.hrnblog.com/2010/11/08/cancer-in-remission-is-a-disability/</link>
		<comments>http://www.hrnblog.com/2010/11/08/cancer-in-remission-is-a-disability/#comments</comments>
		<pubDate>Mon, 08 Nov 2010 21:56:09 +0000</pubDate>
		<dc:creator>Jane</dc:creator>
				<category><![CDATA[ADA & Disability]]></category>

		<guid isPermaLink="false">http://www.hrnblog.com/?p=1688</guid>
		<description><![CDATA[The ADA Amendments Act (ADAAA), which became effective on January 1, 2009, didn’t change the basic disability categories under the ADA, however it did change how “disability” could be interpreted. In Hoffman v. Carefirst of Fort Wayne, Inc., an Indiana federal court found that under those amendments an employee is considered “disabled” even if his [...]]]></description>
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		<slash:comments>0</slash:comments>
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