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The article offers information on dress-code policies in the workplace that can create discrimination among employees. Topics discussed include prohibition of religion-based discrimination under the U.S Federal law of the Civil Rights Act of 1964, proper cultural competency training for employees on religious diversity that can address requests of religious accommodations, and the Americans with Disabilities Act that demands the employers to consider the disability of a qualified employee.

The article focuses on the impact of the U.S. Equal Employment Opportunity Commission's (EEOC) decision to broaden the scope of the Americans with Disabilities Act (ADA), on employers. It says that the move to clarify which illnesses make employees eligible for ADA protection, is likely to increase the risk of discrimination or other lawsuits for employers.

The article presents news briefs related to labor laws in the U.S., as of March 2014. It presents a case, Suvada v. Gordon Flesch Co., N.D. Illinois, which says that an employer is required to engage in an interactive process with a disable employee, as mandated by the Americans with Disability Act, to identify potential reasonable accommodations. It also discusses the case Latowski v. Northwoods Nursing Ctr., in which an employee was terminated on the basis of employee restrictions policy.

The article focuses on how an employer can decide leave limits for people with disabilities, without violating the Americans with Disabilities Act (ADA). It discusses three cases in which employers were sued for disability discrimination, and says that the ADA recommends to discuss a return date with employees, and to be flexible in deciding the date. It says that an indefinite leave of absence is unreasonable under the ADA, and nature of the business and the employee's position determine this.