July 24, 2017

Article by Rachel in HR News Magazine on Obtaining Clear Medical Information

Getting the Right Medical Information Right at the Intersection of Performance and Disability By Rachel Shaw HR News Magazine Many of us have been there. We […]
July 24, 2017

Rachel pens article for HRMorning.com on Managing Psychological Disabilities

Expert’s 4-step process for managing employees with psychological disabilities By Rachel Shaw For HRMorning.com   When it comes to accommodating psychological disabilities, most employers will agree few […]
April 17, 2017

ShawHRC Book Launch Press Release

NOW AVAILABLE ON AMAZON FOR PURCHASE THE DISABLED WORKFORCE: WHAT THE ADA NEVER ANTICIPATED BY RACHEL SHAW New Book is a Practical How-to Guide Aimed at […]
March 22, 2017

California Education Code Employers & the 39-Month Reemployment List

Help for our school districts. This is a post for all of our school districts, and all our other public entities that have a June 30 […]
March 22, 2017

California Disability Law in the Workplace: Understanding FEHA & ADA

It’s a fact: Disability Law can be confusing. Take that statement and multiple it by a factor of 10 if you are an employer in California. […]
March 22, 2017

Trigger # 2 – Perception of Disability / Regarded as Disabled

Simply perceiving someone to have a disability does not necessarily require you begin the interactive process. It’s only if you perceive someone has a disability, whether […]
March 22, 2017

The Friday, Monday Leave Act (FMLA): Leave Use and Abuse Frustrations

Almost weekly we have a client forward a screen shot of one of their employee’s Facebook page. The picture is usually of someone riding a roller […]
March 22, 2017

What Triggers the Disability Interactive Process?

Following rules is easy. It’s understanding the complicated laws behind them that gets tricky. Just ask any employer or HR manager trying to make sense of, […]
March 22, 2017

The Undesirable Accommodation: Work-From-Home Accommodation

Some accommodations – regardless if they would be deemed reasonable or not – are just down-right undesirable for employers. As an employer, you are not required […]