The EEOC recently issued four revised documents in its disability discrimination "Questions and Answers Series," addressing how the Americans with Disabilities Act (ADA) applies to individuals with (1) cancer, (2) diabetes, (3) epilepsy, and (4) intellectual disabilities.
The documents state that, because of the ADA Amendments Act of
2008, individuals with these four types of disabilities
"should easily be found to have a disability within the
meaning of the first part of the ADA's definition of
disability." They provide guidance regarding what information
employers may seek regarding these types of disabilities, what
questions an employer may ask applicants, the typical types of
reasonable accommodations applicable to these disabilities, and
potential safety concerns that may arise. There are many helpful
examples about how employers can best handle specific
situations.
The publications are written in plain language and are available on
the EEOC's website here. As these publications are readily
available to applicants and employees, employers should be mindful
of them when making decisions regarding hiring and accommodating
employees with these types of disabilities.
The EEOC recently issued four revised documents in its disability discrimination "Questions and Answers Series," addressing how the Americans with Disabilities Act (ADA) applies to individuals with (1) cancer, (2) diabetes, (3) epilepsy, and (4) intellectual disabilities.
The documents state that, because of the ADA Amendments Act of
2008, individuals with these four types of disabilities
"should easily be found to have a disability within the
meaning of the first part of the ADA's definition of
disability." They provide guidance regarding what information
employers may seek regarding these types of disabilities, what
questions an employer may ask applicants, the typical types of
reasonable accommodations applicable to these disabilities, and
potential safety concerns that may arise. There are many helpful
examples about how employers can best handle specific
situations.
The publications are written in plain language and are available on
the EEOC's website here. As these publications are readily
available to applicants and employees, employers should be mindful
of them when making decisions regarding hiring and accommodating
employees with these types of disabilities.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.