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The ‘new’ ADA: How to handle employee disabilities

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in Discrimination and Harassment,Employment Law,HR Management,Human Resources

The complex Americans with Disabilities Act (ADA) gives qualified disabled people special rights in the workplace. When Congress expanded the law in 2009, it broadened the circle of people eligible for ADA rights even wider. That has led to a spike in people filing ADA-related legal claims.

Here’s what managers need to know about the ADA:

Who is protected?

The ADA covers more than just people who are deaf, blind or in wheelchairs. Technically, people are “disabled” under the ADA if they have a physical or mental impairment that “substantially limits one or more major life activities,” such as sleeping, standing or working.

Depending on the person’s condition, that can include ailments such as epilepsy, diabetes or arthritis, plus mental impairments, such as major depression and bipolar disorder. The ADA protects people with a history of such impairments, such as an employee whose cancer is in remission.

In 2009, the ADA Amen...(register to read more)

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