{"version":"1.0","provider_name":"Labor Law Education Center: Learn About Labor Laws in Your State","provider_url":"https:\/\/www.laborlawcenter.com\/education-center","author_name":"","author_url":"https:\/\/www.laborlawcenter.com\/education-center\/author\/local user\/","title":"Drunk Employees Not Protected by ADA Explained | Labor Law Education Center: Learn About Labor Laws in Your State","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"9ECSKGZjrr\"><a href=\"https:\/\/www.laborlawcenter.com\/education-center\/drunk-employees-not-protected-by-ada\/\">Drunk Employees Not Protected by ADA<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.laborlawcenter.com\/education-center\/drunk-employees-not-protected-by-ada\/embed\/#?secret=9ECSKGZjrr\" width=\"600\" height=\"338\" title=\"&#8220;Drunk Employees Not Protected by ADA&#8221; &#8212; Labor Law Education Center: Learn About Labor Laws in Your State\" data-secret=\"9ECSKGZjrr\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.laborlawcenter.com\/education-center\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","description":"A recent federal court decision upheld the fact that an employer can terminate an employee for being drunk at work, even when the employee is an alcoholic covered by ADA. \u00a0 Alcoholism and drug addiction are often disabilities under ADA, the Americans with Disabilities Act. That law requires the employer to give workers time off..."}