The U.S. Equal Employment Opportunity Commission (EEOC) and now some courts are considering obesity a disability, and employees who are severely overweight may qualify for protections under the Americans with Disabilities Act (ADA).
Taken separately, workers’ compensation laws, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) represent complicated laws that are often difficult to figure out. When workers must be absent from the workplace under two or three of these laws, the situation becomes even more complex.
In order to ensure a safe workplace while fully complying with the Americans with Disabilities Act (ADA), employers need to understand their rights and responsibilities, as well as the rights of job applicants and employees.
Striking the balance between the need to hire qualified employees and the need to avoid disability discrimination claims has become even more challenging since changes to the Americans with Disabilities Act (ADA) went into effect in 2009.
Complying with the Americans with Disabilities Act (ADA) has always required employers to walk a fine line. The guidelines aren’t always clear, every disability and particular situation involve a unique set of factors, and the laws are constantly developing. Many are still trying to sort out the implications of the ADA Amendments Act of 2008 (ADAAA).