The EEOC has issued proposed regulations for enforcing the ADA Amendments Act of 2008 (ADAA), a sweeping law that took effect earlier this year. Among the changes: a new definition of what constitutes a disability. With the EEOC in charge of suing to force compliance, you need to know the answers to these 10 questions.
1. How does the ADAAA define “disability”?
The ADAAA defines a disability as:
- a physical or mental impairment that substantially limits a major life activity; or
- a record of a physical or mental impairment that substantially limited a major life activity; or
- when an entity (e.g., an employer) takes an action prohibited by the ADA based on an actual or perceived impairment.
In the questions below, we address each of these three definitions and changes the ADAAA makes to some of the key terms they use.
2. What are “major life activities”?
They are basic activities that most peopl...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Form I-9: What should I do if employee's documentation has discrepancies?
- NLRB releases 'quickie union election' rule
- Vice president says he was fired for passing the CEO's joint
- 6 Questions to Make Sure You're a Change Driver, Not a Passenger