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    • DISCRIMINATION—RELIGIOUS—9th Cir.: Nurse revives COVID-19 vaccination claim after court overlooked objection letter to employer
    • DISCRIMINATION—DISABILITY—M.D. Pa.: Bank representative, fired following manic episode, advances claims involving leave request
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    • DISCRIMINATION—E.D. Mich.: Hostile workplace claim fails over unwanted contact and anti-Muslim remarks
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    • DISCRIMINATION—PAY—N.D.N.Y.: Equal pay claim of sales assistant falls short against male comparators who worked as estimators
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    • DISCRIMINATION—RELIGIOUS—M.D. Pa.: Charter school faces trial on claim it failed to accommodate Lunar Sabbath observance
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    • EEOC NEWS—Employers settle sex harassment and disability accommodation claims
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    • EXPERT INSIGHTS—Not Every Accommodation Request is Reasonable
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    • EXPERT INSIGHTS—Rolled Back: Labor Board Overrules Precedent Broadly Allowing Abusive Language Towards Managers
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    • REPORTS—Study highlights disconnect between corporations’ public commitments and their actual veteran-related practices
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    • WORTH NOTING—Recent developments involving the FMLA
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    Labor & Employment Law Daily Wrap Up, EXPERT INSIGHTS—Not Every Accommodation Request is Reasonable, (Sep 25, 2026)

    Law Firms Mentioned:Wilentz, Goldman & Spitzer
    Organizations Mentioned:Wilentz Goldman & Spitzer, PA

    By Tracy Armstrong of Wilentz, Goldman & Spitzer

    Employers often assume that once an employee requests an accommodation under the Americans with Disabilities Act (ADA), the job becomes finding a way to say “yes.” A recent federal appeals court decision serves as an important reminder ...

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