As the US Supreme Court's 2026-2027 term takes shape, HR professionals and recruiters are keenly aware of the implications of the court's decisions on employment law cases. Recent weeks have seen the court decline to hear several employment law cases, including those related to disability discrimination. Two notable cases, Greer v. Benton School District and Redding v. Mullin, have significant implications for HR professionals and recruiters.
In Greer v. Benton School District, the Supreme Court of Arkansas held that Section 504 of the Rehabilitation Act does not cover independent contractors, dismissing the lawsuit of a substitute teacher who had previously won a jury verdict against a state school district. This decision has far-reaching implications for HR professionals and recruiters, as it highlights the need for clear definitions of employment relationships and the importance of understanding the nuances of employment law.
In Redding v. Mullin, the court dismissed a petition from a former air marshal who challenged her reassignment by the U.S. Department of Homeland Security. The case asked the justices to evaluate the legality of the reassignment, which followed the plaintiff's request to take disability retirement, and whether the appeals court properly evaluated her failure-to-accommodate claims. This decision underscores the importance of understanding the legal implications of reassignment and the need for HR professionals and recruiters to stay informed about employment law developments.
The implications of these decisions are far-reaching, and HR professionals and recruiters must stay informed about employment law developments to ensure compliance and minimize legal risks. By understanding the nuances of employment law, HR professionals and recruiters can develop effective strategies for managing employment relationships and minimizing legal risks.