The primary issue in the case involved sitting — which the Equal Employment Opportunity Commission, tasked with implementing regulations for the ADA, has identified as a “major life activity” protected under the ADA — and whether the employee’s inability to sit for a prolonged time constitutes a protected disability for which a reasonable accommodation by the employer is required. [read post]

Equal Employment Opportunity Commission (EEOC) guidance stating that employers cannot bar LGBTQ employees from using bathrooms or locker rooms that correspond to their gender identity. [read post]