by Abigail Crouse, Esq., Gray Plant Mooty, Minneapolis
On Jan. 1, 2009, the newly enacted ADA Amendments Act of 2008 (ADAAA) will go into effect. The law clarifies the ADA definition of disability and overturns certain U.S. Supreme Court decisions and EEOC regulations that narrowly interpreted the ADA.
More employees are likely to qualify for reasonable accommodations and protection from discrimination under the new law. But it also provides employers with some much-needed clarity about which employees are entitled to ADA protection.
The most significant change made by the ADAAA is its clarification of the definition of “disability.” The ADA defines it as: “a physical or mental impairment that substantially limits one or more of the major life activities of such individual.”
The ADAAA clarifies that “major life activities” include:
caring for oneself, performing manual tasks, seeing, hearing, eating, s...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Carefully track all discipline details to show you treat all employees fairly
- Stay out of court by giving copies of arbitration agreements to employees
- Be prepared to root out hidden harassment: EEOC files a whopper against Burger King
- DOL issues final FMLA regs addressing military leave