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Chapter 1: |
History, Purpose, and Scope of the ADA |
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- § 1:1 : Introduction1-2
- § 1:2 : Legislative History and Purpose of the Statute1-3
- § 1:3 : Titles of the ADA1-5
- § 1:4 : Covered Employers1-5
- § 1:5 : Covered Individuals1-11
- § 1:5.1 : Determining Whether an Individual Is an Employee or an Independent Contractor1-12
- § 1:5.2 : Determining Whether ADA Covers Temporary Employees1-14
- § 1:6 : Standing to Sue Under the ADA1-16
- § 1:7 : Definition of Disability1-17
- § 1:7.1 : Physical or Mental Impairment That Substantially Limits One or More Major Life Activities1-17
- § 1:7.2 : Record of Disability1-18
- § 1:7.3 : Regarded As Disabled1-19
- § 1:8 : Otherwise Qualified1-19
- § 1:9 : Reasonable Accommodation1-21
- § 1:10 : Prohibited Employment Practices1-23
- § 1:11 : Defenses to Allegations of Discriminatory Conduct1-26
- § 1:11.1 : Defenses Independent of Individual’s Disability1-26
- § 1:11.2 : Defenses That Take Individual’s Disability into Account1-26
- [A] : Disability Makes Individual Unqualified with or Without Reasonable Accommodation1-26
- [B] : Direct Threat1-27
- [C] : Undue Hardship1-27
- § 1:12 : Burden of Proof1-28
- § 1:13 : Preemployment Inquiries and Medical Examinations1-30
- § 1:14 : Alcoholism and Drug Abuse1-30
- § 1:15 : Procedural Issues, Arbitration, and Remedies1-31
- § 1:16 : State and Local Disability Discrimination Laws1-32
- § 1:17 : Relationship of the ADA to Other Laws1-33
- § 1:18 : An Analytical Approach to Resolution of ADA Issues1-34
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Chapter 2: |
Disability |
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- § 2:1 : Analytical Approach to Disability2-3
- § 2:1.1 : Three-Pronged Definition of “Disability”2-3
- § 2:1.2 : Conditions That Never Qualify As Disabilities2-5
- § 2:2 : Physical or Mental Impairment2-5
- § 2:2.1 : In General2-5
- § 2:2.2 : Scope of the Term “Impairment”2-6
- § 2:2.3 : Condition Need Not Be Named to Be an Impairment2-8
- § 2:2.4 : Common Conditions May Not Be Impairments2-8
- § 2:2.5 : Certain Conditions and Characteristics Are Not Impairments2-8
- § 2:2.6 : Stress Is Generally Not an Impairment2-10
- § 2:2.7 : Simply Receiving Treatment for a Condition Does Not Make It an Impairment2-10
- § 2:2.8 : Tips for Practitioners2-11
- § 2:3 : Major Life Activities2-11
- § 2:3.1 : In General2-11
- § 2:3.2 : Definition of “Major Life Activity”2-11
- § 2:3.3 : Procreation/Reproduction Is a Major Life Activity2-15
- § 2:3.4 : Capability to Engage in Sexual Relations May Be a Major Life Activity2-15
- § 2:3.5 : Sleeping Is a Major Life Activity2-16
- § 2:3.6 : Concentration Is a Major Life Activity2-18
- § 2:3.7 : Eating Is a Major Life Activity2-18
- § 2:3.8 : Interacting with Others2-19
- § 2:4 : Substantially Limits2-21
- § 2:4.1 : In General2-21
- [A] : Comparison of Conditions Limitations to Average Person2-22
- § 2:4.2 : Determination of Disability Must Be Made on a Case-by-Case Basis2-25
- § 2:4.3 : Multiple Impairments May Rise to the Level of a Substantially Limiting Condition2-29
- § 2:4.4 : Temporary Conditions2-31
- § 2:4.5 : Chronic Conditions2-34
- § 2:4.6 : Inherently Substantially Limiting Conditions2-35
- § 2:4.7 : Mitigating Measures2-37
- § 2:5 : Substantially Limits: Specific Life Activities2-38
- § 2:5.1 : Walking2-38
- § 2:5.2 : Seeing2-40
- § 2:5.3 : Reading2-42
- § 2:5.4 : Breathing2-42
- § 2:5.5 : Speaking2-44
- § 2:5.6 : Lifting2-45
- § 2:5.7 : Learning2-47
- § 2:5.8 : Performing Manual Tasks2-49
- [A] : Tips for Practitioners2-52
- § 2:5.9 : Caring for Oneself2-53
- § 2:5.10 : Procreation2-55
- § 2:5.11 : Elimination of Bodily Wastes2-56
- § 2:5.12 : Combination of Specific Life Activities2-56
- § 2:6 : Substantially Limits: Working2-56
- § 2:6.1 : Four Factors Recommended by the EEOC2-62
- § 2:6.2 : Analysis Must Be Fact-Intensive2-62
- § 2:6.3 : Role of Statistics in Determining Whether an Individual Is Substantially Limited in Working2-67
- § 2:6.4 : Other Evidence Relevant to Whether an Individual Is Substantially Limited in Working2-68
- [A] : Carpal Tunnel Syndrome and Back Injuries2-70
- [B] : Cancer Therapy2-71
- [C] : Attention Deficit Disorder2-72
- § 2:6.5 : Is Working a Major Life Activity?2-73
- § 2:7 : Record of Disability2-73
- § 2:7.1 : Prior Hospitalization2-76
- § 2:7.2 : Receipt of Workers’ Compensation or SSDI Benefits2-78
- § 2:7.3 : Employer’s Prior Knowledge of Condition2-79
- § 2:8 : Regarded As Disabled2-79
- § 2:8.1 : Does Not Have to Be Regarded As Having a Substantially Limiting Condition2-80
- § 2:8.2 : Standards of Evidence2-86
- [A] : Comments and Conduct2-86
- [A][1] : One Negative Employer Comment Can Prove That Employee Was Regarded As Disabled2-86
- [A][2] : Employer’s Sarcastic and Insensitive Comments2-88
- [A][3] : Opinions of Co-Workers2-89
- [A][4] : Employer’s Conduct2-90
- [A][5] : Employer’s Suggestions That the Employee Seek Counseling2-95
- [B] : Decisions Based on Myth, Fear, or Stereotype2-97
- [C] : Regarded As Substantially Limited in Working2-101
- [D] : Reasonable Accommodation Efforts Not Sufficient Evidence That the Employer Regarded the Employee As Disabled2-109
- [E] : Can an Individual Be Regarded As Disabled If He or She Deliberately Misleads the Employer?2-111
- [F] : Retaining Impaired Individuals May Negate a Regarded-As Claim2-111
- § 2:8.3 : Substantially Limited Only by the Attitudes of Others2-112
- § 2:8.4 : Not Impaired but Regarded As Such2-113
- § 2:9 : Tips for Practitioners2-114
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Chapter 3: |
Qualified Individual with a Disability |
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- § 3:1 : Analytical Approach to Qualification3-3
- § 3:1.1 : Relationship Between Qualification and Disability3-4
- § 3:1.2 : Concepts of Qualification and Reasonable Accommodation Inextricably Intertwined3-6
- § 3:1.3 : Qualification Should Be Analyzed Before Considering Reasonable Accommodation3-6
- § 3:2 : Prerequisites of the Job3-7
- § 3:2.1 : Prerequisites Must Be Job-Related and Consistent with Business Necessity3-9
- § 3:2.2 : Employers May Choose Nondisabled Applicants If More Qualified3-10
- § 3:2.3 : Individuals May Challenge Prerequisites That Are Not Strictly Enforced3-12
- § 3:2.4 : Employer’s Invitation to Apply Does Not Waive Prerequisites3-13
- § 3:2.5 : Tips for Practitioners3-13
- § 3:3 : Failure to Control Disability3-14
- § 3:4 : Essential Functions3-15
- § 3:4.1 : When Is a Job Function Deemed Essential?3-15
- [A] : The Position Exists to Perform a Particular Job Function3-15
- [B] : A Job Function Is Essential If There Are Few Other Employees Available to Perform the Function3-19
- [B][1] : Tips for Practitioners3-20
- [C] : Specialized Functions Cannot Easily Be Reassigned3-20
- § 3:4.2 : What Evidence Is Relevant in Determining Whether a Job Function Is Essential?3-20
- [A] : The Employer’s Judgment3-22
- [A][1] : Employers Need Not Justify Qualitative or Quantitative Standards3-23
- [A][2] : Standards Must Be Evenly Applied3-24
- [A][3] : Employer’s View Is Not the Only Factor3-25
- [B] : Written Job Descriptions Listing Duties of the Position3-25
- [B][1] : Job Descriptions Not Conclusive When Prepared After the Fact3-27
- [B][2] : Job Descriptions May Be Rebutted with Evidence That a Function Listed Is Not Essential3-28
- [C] : Time Spent Performing the Function3-29
- [D] : Infrequently Performed Functions May Be Considered Essential3-30
- [E] : Terms of a Collective Bargaining Agreement3-31
- [F] : Prior Success in a Similar Job3-31
- [G] : Comparisons to Past Holders of the Position or Incumbents in Similar Positions3-32
- § 3:4.3 : Temporary Light Duty; Job Modifications3-33
- § 3:4.4 : Concluding Points3-34
- § 3:4.5 : Tips for Practitioners3-34
- § 3:5 : “Implied” Essential Functions3-35
- § 3:5.1 : Attendance, Scheduling, and Punctuality3-35
- [A] : Attendance3-35
- [A][1] : Some Courts and the EEOC Do Not Consider Attendance an Essential Function3-35
- [A][2] : Majority of Courts Consider Attendance an Essential Function3-36
- [A][3] : Some Courts Say That Whether Attendance Is an Essential Function Depends on the Job3-38
- [B] : Scheduling3-40
- [B][1] : Ability to Work a Full Shift3-41
- [B][2] : Ability to Work Overtime3-42
- [B][3] : Tips for Practitioners3-42
- [C] : Punctuality3-43
- [D] : Ability to Work After Leave of Absence3-44
- § 3:5.2 : Ability to Get Along with Co-Workers and Supervisors3-45
- § 3:5.3 : Direct Threat to Self or Others3-47
- § 3:5.4 : Professional Appearance, Demeanor, and Attitude3-48
- § 3:5.5 : Honesty and Integrity3-49
- § 3:5.6 : Exercise of Good Judgment3-49
- § 3:5.7 : Concluding Points3-50
- § 3:6 : Specific Essential Functions3-50
- § 3:6.1 : Lifting3-50
- § 3:6.2 : Repetitive Motions3-51
- § 3:6.3 : Dealing with the Public3-51
- § 3:6.4 : Driving3-52
- § 3:6.5 : Security Clearance3-53
- § 3:6.6 : Carrying and Handling Firearms3-54
- § 3:6.7 : Caring for Others3-55
- § 3:6.8 : Exposure to Chemicals3-55
- § 3:7 : Effects of Claims of Total Disability3-56
- § 3:7.1 : Representations of Inability to Perform Essential Functions on Workers’ Compensation Claims3-62
- § 3:7.2 : Tips for Practitioners3-63
- § 3:8 : Burden of Proving Essential Functions3-64
- § 3:9 : Tips for Practitioners3-65
- § 3:9.1 : Documentation of Job Prerequisites and Essential Functions3-65
- § 3:9.2 : Strategies for Avoiding the Disabled/Qualified Catch-223-66
- [A] : Focusing on a Major Life Activity Other Than Working3-67
- [B] : Focusing on Reasonable Accommodation3-67
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Chapter 4: |
Reasonable Accommodation |
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- § 4:1 : Analytical Approach to Reasonable Accommodation4-4
- § 4:2 : Who Is Entitled to Reasonable Accommodation4-10
- § 4:2.1 : Are Employees Who Do Not Have a Substantially Limiting Impairment Entitled to a Reasonable Accommodation?4-11
- § 4:2.2 : Employers Are Not Required to Accommodate Unqualified Individuals4-15
- [A] : Individuals Who Do Not Meet the Prerequisites for the Job Are Not Entitled to Reasonable Accommodation4-15
- [B] : Individuals Who Cannot Perform the Essential Functions of the Job Are Not Entitled to Reasonable Accommodation4-16
- [C] : Tips for Practitioners4-18
- § 4:2.3 : Employers Need Only Accommodate Disabilities of Which They Are Aware4-18
- [A] : Sufficiency of Information4-20
- [B] : Timing4-21
- [C] : Source and Recipient of the Disclosure4-22
- § 4:2.4 : Employer’s Duty in Cases Where Disability Prevents Employee from Requesting Accommodation4-23
- [A] : Tips for Practitioners4-25
- § 4:2.5 : Employer May Require Documentation of Disability4-25
- § 4:3 : Criteria for Reasonable Accommodation4-26
- § 4:3.1 : Reasonable Accommodation Enables the Individual to Perform the Essential Functions of the Job4-27
- [A] : Tips for Practitioners4-29
- § 4:3.2 : Reasonable Accommodation Enables the Individual to Achieve a Meaningful Equal Employment Opportunity4-29
- [A] : Accommodations Must Provide Equal Opportunities and Benefits, Not Identical Results4-30
- § 4:3.3 : Employers Are Obligated to Reasonably Accommodate Only Physical or Mental Limitations Resulting from Disability4-31
- § 4:3.4 : Accommodations for Personal Activities4-33
- [A] : Equipment4-33
- [A][1] : Employers Must Provide Personal Equipment That Is Job-Related4-34
- [B] : Personal Assistant4-34
- § 4:3.5 : Cost-Benefit Analysis4-34
- § 4:4 : Interactive Process for Determining Reasonable Accommodation4-36
- § 4:4.1 : Disabled Individual Generally Must Request an Accommodation4-39
- [A] : Vague or Unspecified Requests Do Not Trigger Interactive Process4-43
- [B] : Request for Benefits Available to All Employees Does Not Trigger the Interactive Process4-44
- § 4:4.2 : Circumstances Where ADA Does Not Require Employers to Engage in the Interactive Process4-44
- [A] : Medical Restrictions Previously Documented4-45
- [B] : No Reasonable Accommodation Possible4-45
- [B][1] : Tips for Practitioners4-48
- [C] : Employer Is Not Required to Rescind Negative Employment Decision upon Discovery of Need for Accommodation4-48
- [D] : Individual Fails to Identify an Accommodation That Is Reasonable or Effective4-49
- [E] : Employer Can Identify Accommodation Without Engaging in the Process4-51
- § 4:4.3 : Breakdown in the Interactive Process4-52
- § 4:4.4 : Selecting a Reasonable Accommodation4-56
- [A] : Individual Not Protected If He or She Refuses to Accept Offered Accommodation4-56
- [A][1] : Tips for Practitioners4-58
- [B] : Employer May Provide an Alternative Reasonable Accommodation4-58
- [C] : Continuing Duty to Accommodate4-60
- § 4:4.5 : Concluding Points4-61
- § 4:5 : Equipment and Accessible Facilities4-62
- § 4:5.1 : Employers Are Required to Provide Equipment That Is Easily Available at a Reasonable Cost4-62
- § 4:5.2 : Employers Are Not Required to Provide Equipment That Fundamentally Alters the Position or That Is Excessively Costly4-63
- § 4:5.3 : Employers Are Only Required to Provide Equipment That Assists Disabled Individuals in Performing Their Jobs4-64
- § 4:5.4 : Employers Have a Limited Obligation to Make Workplace Facilities Accessible4-64
- § 4:6 : Job Restructuring and Use of Assistants4-66
- § 4:6.1 : Employers Are Not Required to Fundamentally Alter the Essential Functions of the Position4-67
- [A] : Temporary Elimination of Essential Functions Does Not Change Them into Marginal Functions4-69
- [A][1] : Tips for Practitioners4-69
- § 4:6.2 : Employers Are Not Required to Eliminate an Essential Job Function As a Reasonable Accommodation4-70
- § 4:6.3 : Employers Need Hire Assistants to Perform Marginal Functions Only4-73
- § 4:6.4 : Tips for Practitioners4-74
- § 4:7 : Schedule Adjustments and Leaves of Absence4-75
- § 4:7.1 : Part-Time or Flexible Work Schedules4-76
- [A] : Permanent Reduction in Working Hours May Not Be a Reasonable Accommodation4-77
- [B] : Reduction of Salaries of Disabled Individuals Who Can No Longer Work Full-Time4-78
- [C] : Change in Work Schedule Is Not a Reasonable Accommodation If It Eliminates Essential Functions or Causes Undue Hardship4-78
- § 4:7.2 : Work-at-Home Schedules4-79
- [A] : Employers May Not Be Required to Allow Disabled Individuals to Work at Home on a Full-Time Basis4-81
- § 4:7.3 : Leaves of Absence4-83
- [A] : Unscheduled Absences Not a Reasonable Accommodation4-84
- [B] : Disabled Individuals May Be Able to Take Unexpected Leave and to Use Accrued Vacation Time in Order to Be Paid for the Leave4-85
- [C] : Medical Absences for Definite Periods May Be Reasonable Accommodations, Especially If the Length of the Leave Falls Within the Employer’s Leave Policies4-85
- [C][1] : Tip for Practitioners4-86
- [D] : Medical Leave for Prolonged or Indefinite Periods Generally Is Not Reasonable Accommodation4-86
- § 4:8 : Reassignment4-89
- § 4:8.1 : Eligibility for Reassignment4-90
- [A] : Reassignment Is Available Only to Current Employees, Not Applicants4-90
- [B] : Employee Must Be Qualified for the Position He Holds but for His Disability4-91
- [C] : Employee Must Be Qualified for the Vacant Position to Which He or She Seeks Reassignment4-93
- [D] : Tips for Practitioners4-95
- § 4:8.2 : Reassignment As a Last-Resort Accommodation4-96
- [A] : Tips for Practitioners4-98
- § 4:8.3 : Reassignment Must Be Related to the Limitations Caused by the Disability4-98
- [A] : Reassignment Request for New Supervisor or New Co-Workers Is Generally Unreasonable4-100
- § 4:8.4 : Reassignment to Equivalent or Lower-Level Positions4-102
- [A] : Reassignment Never Requires Promotion4-104
- § 4:8.5 : Reassignment to Vacant Position Without Bumping4-105
- [A] : Vacant Position Must Already Exist4-106
- [B] : Employers Are Not Required to Bump Employees in Order to Reassign Disabled Employee4-109
- § 4:8.6 : Employers Generally Are Not Required to Make Temporary Light-Duty Positions Permanent4-110
- [A] : Tips for Practitioners4-112
- § 4:8.7 : Extent to Which Employers’ Reassignment Efforts Must Go Beyond Previously Established Transfer Practices4-112
- [A] : Reassignment Accommodation Must Follow Business-Related Transfer Policies4-112
- [B] : Reassignment Accommodation Bypasses Transfer Prohibition Policies4-114
- § 4:8.8 : Employers Only Have to Offer One Reassignment Opportunity4-115
- § 4:8.9 : Employers May Not Be Required to Waive Established Seniority Systems4-116
- § 4:8.10 : Employers Generally Are Not Required to Transfer a Disabled Employee in Order to Relieve the Employee’s Stress4-117
- § 4:8.11 : The Level of Effort and Involvement Required of Employers in the Reassignment Process4-118
- [A] : Level of Assistance Employers Must Provide in Locating a Vacant Position4-118
- [A][1] : Tips for Practitioners4-120
- [B] : Extent Within Company That Employer Must Search for Vacant Position4-120
- [B][1] : Tips for Practitioners4-120
- [C] : Extent to Which Employers Must Give Preferential Treatment in Considering Disabled Employee’s Candidacy for Vacant Position As Part of Reassignment Accommodation4-121
- [C][1] : Tips for Practitioners4-123
- § 4:9 : Effects of Past, Voluntary Accommodations on the Reasonable Accommodation Obligation4-123
- § 4:10 : Reasonable Accommodations and Collective Bargaining Agreements4-126
- § 4:10.1 : Tips for Practitioners4-128
- § 4:11 : Tips for Practitioners4-128
- § 4:11.1 : Documentation4-130
- § 4:11.2 : Job Restructuring4-130
- § 4:11.3 : Leave or Alteration in Working Hours4-131
- § 4:11.4 : Working at Home4-131
- § 4:11.5 : Transfer4-132
- § 4:11.6 : Post-Termination Claims of Disability4-132
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Chapter 5: |
Undue Hardship |
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- § 5:1 : Analytical Approach to Undue Hardship5-2
- § 5:2 : Factors for Determining Undue Hardship5-6
- § 5:2.1 : Statutory Factors5-6
- [A] : Nature and Cost of the Accommodation5-6
- [B] : Overall Financial Resources of the Facilities Involved5-7
- [C] : Overall Financial Resources of the Covered Entity5-9
- [D] : Type of Operation of the Company5-9
- § 5:2.2 : Other Relevant Factors5-11
- [A] : Factors That Affect Other Employees5-11
- [B] : Cost-Benefit Analysis5-13
- [B][1] : Tips for Practitioners5-14
- [C] : Number of Employees Who Will Benefit from Accommodation5-15
- [D] : Continuation of Past Accommodations by Employer5-15
- [E] : Applicants May Be Treated Differently from Incumbents5-16
- [F] : Size of Employer5-17
- [G] : Tips for Practitioners5-18
- § 5:2.3 : Alternatives If Undue Hardship Exists5-19
- § 5:2.4 : Employer’s Burden of Proof5-19
- [A] : Tips for Practitioners5-20
- § 5:3 : Specific Circumstances Under Which Undue Hardship Issues Frequently Arise5-20
- § 5:3.1 : Obligation to Accommodate Unscheduled Absences Imposes Undue Hardship5-21
- § 5:3.2 : Staff Limitations Are Grounds for Claiming Undue Hardship5-22
- § 5:3.3 : Impact on Quality of Service5-23
- § 5:3.4 : Changes in Established Policies Not Grounds for Undue Hardship5-23
- § 5:3.5 : Violent or Threatening Employee Behavior5-24
- § 5:3.6 : Increase in Workload for Other Employees5-24
- § 5:4 : Undue Hardship and Collective Bargaining Agreements5-25
- § 5:4.1 : Tips for Practitioners5-27
- § 5:5 : Undue Hardship and Requiring Changes to Property Owned by Someone Else5-28
- § 5:6 : Tips for Practitioners5-28
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Chapter 6: |
Discrimination |
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- § 6:1 : An Analytical Approach to Discrimination6-2
- § 6:2 : Prohibited Discrimination6-5
- § 6:2.1 : Terms, Conditions, and Privileges of Employment6-6
- [A] : Constructive Discharge6-6
- [B] : Social Activities6-9
- § 6:2.2 : Necessary Elements of Disparate Treatment6-10
- [A] : Disabled Individual Must Be Treated Less Advantageously Than Nondisabled6-10
- [B] : Disability Must Cause Adverse Employment Action6-12
- [C] : No Disparate Treatment If Disabled Individual Fails to Meet Both Elements6-17
- § 6:2.3 : No Right to Favorable Treatment6-19
- § 6:2.4 : Discrimination Between Disabled Persons6-21
- [A] : Greater Benefits for Physical Disabilities Than Mental or Emotional Disabilities6-21
- [B] : Unequal Treatment Between Disabled Employees May Be a Violation of the ADA6-22
- § 6:2.5 : Tips for Practitioners6-22
- § 6:3 : Limiting, Segregating, or Classifying6-23
- § 6:3.1 : Blanket Policies6-24
- § 6:3.2 : Employer-Provided Health Insurance Benefits6-24
- § 6:3.3 : Tips for Practitioners6-26
- § 6:4 : Contractual Relationships and Other Business Arrangements6-26
- § 6:4.1 : Contractors6-27
- § 6:4.2 : Indemnification Clauses6-27
- § 6:4.3 : Tips for Practitioners6-28
- § 6:5 : Standards, Criteria, and Methods of Administration6-28
- § 6:5.1 : Performance Standards6-28
- § 6:5.2 : Absenteeism6-30
- § 6:5.3 : Misconduct6-30
- § 6:5.4 : Tips for Practitioners6-31
- § 6:6 : Association with a Disabled Individual6-31
- § 6:6.1 : Reasonable Accommodation6-33
- § 6:6.2 : Tips for Practitioners6-34
- § 6:7 : Failure to Accommodate6-34
- § 6:8 : Qualification Standards, Tests, and Other Selection Criteria with a Discriminatory Effect6-36
- § 6:8.1 : Introduction6-36
- § 6:8.2 : Disparate Impact Model Under the ADA6-38
- § 6:8.3 : Supreme Court Position6-38
- § 6:8.4 : Screening Out or Tending to Screen Out on the Basis of Disability6-39
- § 6:8.5 : Job-Relatedness and Business Necessity6-40
- § 6:8.6 : Reasonable Accommodation6-41
- § 6:9 : Administration of Tests6-42
- § 6:9.1 : In General6-42
- § 6:9.2 : Alternative Test Formats6-43
- § 6:9.3 : Individuals Must Request Accommodations in Advance of Test6-45
- § 6:9.4 : Requirement of Documentation of Need for Testing Accommodation6-46
- § 6:9.5 : Responsibility for Costs of Documentation6-47
- § 6:10 : Retaliation6-47
- § 6:10.1 : Protected Activity6-50
- § 6:10.2 : Employer Must Be Aware of Protected Activity6-54
- § 6:10.3 : Retaliation Must Affect Terms or Conditions of Employment6-54
- § 6:10.4 : Requirement of Causation6-59
- § 6:10.5 : Retaliation Against Nondisabled Individuals6-66
- § 6:10.6 : Tips for Practitioners6-67
- § 6:11 : Interference6-67
- § 6:12 : Employer-Provided Health Insurance and Benefit Plans6-69
- § 6:13 : Hostile Work Environment6-71
- § 6:14 : Failure to Reinstate6-76
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Chapter 7: |
Burdens of Proof Under the ADA |
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- § 7:1 : An Analytical Approach to Proving Discrimination7-3
- § 7:2 : Summary Judgment7-5
- § 7:2.1 : Genuine Issue of Material Fact Must Exist7-6
- § 7:2.2 : Party with Burden of Proof at Trial Also Must Meet That Burden at Summary Judgment Stage7-6
- § 7:2.3 : Plaintiff Must Meet a Higher Burden If Defendant Presents a Statutory Defense7-7
- § 7:2.4 : Limits of Summary Judgment7-7
- § 7:3 : Plaintiff’s Prima Facie Case7-8
- § 7:3.1 : Direct Evidence7-8
- [A] : Plaintiff’s Burden7-10
- [B] : Defendant’s Burden7-13
- [C] : Tips for Practitioners7-13
- [D] : Disability Renders Individual Unqualified for Position7-14
- § 7:3.2 : Circumstantial Evidence7-15
- [A] : Elements of Prima Facie Case7-15
- [B] : Disability Element of the Prima Facie Case7-17
- [C] : Job Qualification Element of the Prima Facie Case7-19
- [D] : Proof Requirement for Inference of Employment Discrimination7-20
- [D][1] : Treatment of Nondisabled Individuals7-21
- [D][2] : Replacement by Other Disabled Individuals7-22
- [D][3] : Timing of Employer’s Adverse Actions7-23
- [D][4] : Knowledge of Individual’s Condition7-24
- [D][5] : Employer’s Actions Regarding Disabled Individual7-25
- [D][5][a] : Tips for Practitioners7-27
- [D][6] : Employee Hired and Discharged by Same Person7-27
- [D][6][a] : Tips for Practitioners7-28
- [D][7] : Statements by Employer7-29
- [D][7][a] : Tips for Practitioners7-29
- § 7:4 : Legitimate Nondiscriminatory Reason7-29
- § 7:4.1 : Misconduct—Violent or Threatening Behavior7-30
- § 7:4.2 : Other Misconduct7-32
- [A] : In General7-32
- [B] : Illegal, Insubordinate, or Other Inappropriate Acts7-33
- § 7:4.3 : Poor Performance7-35
- [A] : In General7-35
- [B] : Disability Causes Performance Problems7-36
- § 7:4.4 : Reductions in Force7-37
- § 7:4.5 : Other Business Reasons7-38
- § 7:4.6 : Concerns for Increased Costs Not Legitimate7-40
- [A] : Tips for Practitioners7-40
- § 7:5 : Pretext7-40
- § 7:5.1 : Pretext-Plus Standard7-40
- § 7:5.2 : Alternatives to the Pretext-Plus Standard7-41
- § 7:5.3 : ADA Pretext Cases Involving Falsity in Reason for Adverse Action7-42
- [A] : Employer’s Honest or Good-Faith Belief7-45
- § 7:5.4 : Disparate Treatment As Circumstantial Evidence to Establish Pretext7-46
- § 7:5.5 : Prior Acceptance of Reason for Adverse Action Is Not Sufficient to Establish Pretext7-50
- § 7:5.6 : Timing of Defendant’s Adverse Action7-50
- [A] : Simultaneous Adverse Actions by Defendant7-50
- [B] : Timing Alone Not Sufficient to Establish Pretext7-52
- § 7:5.7 : Summary7-52
- § 7:6 : Burdens of Proof in Cases Involving Practices That Screen Out or Tend to Screen Out Disabled Individuals7-53
- § 7:7 : Burden of Establishing That a Function Is Essential7-54
- § 7:7.1 : Plaintiff Always Has Burden of Proving Capability of Performing Essential Functions7-54
- § 7:7.2 : Defendant Bears Burden of Proving That Functions Are Essential7-55
- § 7:7.3 : Concluding Points7-57
- § 7:8 : Burdens of Proof in Failure to Accommodate Cases7-57
- § 7:8.1 : Introduction7-57
- § 7:8.2 : Plaintiff’s Burden7-58
- [A] : Knowledge of Disability/Request for Accommodation7-58
- [B] : Requested Accommodation Must Be Effective and Reasonable7-59
- [C] : Costs and Benefits7-61
- [D] : Reasonable Accommodation Burden Always Remains with Plaintiff7-62
- § 7:8.3 : Defendant’s Burden7-64
- § 7:9 : Burdens of Proof in Mixed-Motives Cases7-65
- § 7:9.1 : Introduction7-65
- § 7:9.2 : Effect of 1991 Civil Rights Act on Mixed-Motive Model7-67
- § 7:9.3 : Mixed Motive in the ADA7-67
- [A] : Plaintiff’s Burden7-67
- [B] : Defendant’s Burden7-70
- § 7:9.4 : Conclusion7-70
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Chapter 8: |
"Direct Threat" and Other Defenses to Discrimination |
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- § 8:1 : Overview of Defenses to Disability Discrimination8-2
- § 8:2 : Direct Threat8-4
- § 8:2.1 : Introduction8-4
- § 8:2.2 : Analytical Criteria for Direct Threat Standard8-6
- § 8:2.3 : Application of Direct Threat Criteria8-7
- [A] : Individualized Assessment8-8
- [A][1] : Tips for Practitioners8-10
- [A][2] : Safety Standards Require Direct Threat Defense8-11
- [B] : Evidentiary Threshold Necessary to Establish Reasonable Belief of Direct Threat8-11
- [C] : Types of Objective Evidence That Establish Direct Threat8-13
- [C][1] : Medical Evidence8-13
- [C][2] : Evidence Other Than Medical or Scientific8-14
- [D] : Degree of Harm Versus Likelihood of Harm: Between a Finding of Objective Risk and a Conclusion of “Direct Threat”8-16
- [D][1] : HIV and Direct Threat in Health Care Jobs8-17
- [D][2] : HIV and Direct Threat in Food Service Jobs8-18
- [D][3] : HIV and Direct Threat in Educational and Other Settings8-19
- [D][4] : Conclusion8-19
- [E] : Direct Threat to Self or Property8-20
- [F] : Specific Situations8-21
- [F][1] : Health Care—Physicians8-21
- [F][2] : Health Care—Other Workers8-22
- [F][3] : Driving8-23
- [F][4] : Hazardous Materials and Machinery8-23
- [F][5] : Law Enforcement and Public Safety8-24
- [G] : Direct Threat in Food Service Positions8-26
- § 8:2.4 : Tips for Practitioners8-27
- § 8:3 : Reasonable Accommodation to Eliminate Direct Threat8-29
- § 8:3.1 : Tips for Practitioners8-30
- § 8:4 : Other Defenses to Discrimination8-31
- § 8:4.1 : Federal Safety and Regulatory Requirements8-31
- § 8:4.2 : State or Local Law Requirements Provide No Defense8-31
- § 8:4.3 : Religious Exemptions8-32
- § 8:4.4 : Tips for Practitioners8-32
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Chapter 9: |
Medical Examinations and Inquiries |
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- § 9:1 : Overview of ADA’s Medical Examination Provisions9-2
- § 9:1.1 : Nondisabled Individuals Are Also Protected9-2
- § 9:1.2 : Varying Scope of Permissible Inquiry9-3
- § 9:1.3 : ADA Supersedes State Workers’ Compensation Laws9-5
- § 9:2 : Medical Versus Nonmedical Examinations9-5
- § 9:2.1 : In General9-5
- § 9:2.2 : Multifactor Analysis to Determine Whether a Test Is a Medical Examination9-6
- § 9:2.3 : Physical Fitness and Agility Tests9-6
- § 9:2.4 : Vision Tests9-7
- § 9:2.5 : Psychological Examinations9-7
- § 9:2.6 : Drug Tests9-7
- § 9:2.7 : Tips for Practitioners9-8
- § 9:3 : Pre-Offer Inquiries9-8
- § 9:3.1 : Pre-Offer Medical Examinations Are Not Permitted9-8
- § 9:3.2 : Permissible Inquiries for Applicants with Hidden Disabilities9-10
- [A] : Ability to Perform Major Life Activities9-10
- [B] : Ability to Perform Specific Job Functions9-11
- [C] : General Physical Defects9-11
- [D] : Questions Concerning Drinking, Drug Use, and Workers’ Compensation9-11
- § 9:3.3 : Permitted Inquiries upon Known Disability9-12
- [A] : Ability to Perform Specific Job Functions9-12
- [B] : Medical Treatment and Attendance Requirements9-13
- § 9:3.4 : Affirmative Action Exception for Voluntary Self-Identification9-13
- § 9:4 : Post-Offer, Pre-Employment Examinations and Inquiries9-14
- § 9:4.1 : Medical Examinations Are Permitted9-14
- [A] : Bona Fide Job Offer Defined9-14
- [B] : Real Job Offers May Be Given to Hiring Pools9-16
- § 9:4.2 : Entrance Examinations Do Not Have to Be Job-Related9-16
- [A] : Additional Testing Permitted9-17
- [B] : Examinations for Transferees9-17
- § 9:4.3 : Restrictions on Use of Examination Results9-17
- [A] : Reasonable Accommodation9-18
- [B] : Disqualification As a Direct Threat to Health and Safety9-19
- [C] : Risk Cannot Be Speculative or Remote9-19
- § 9:4.4 : Confidentiality9-21
- § 9:4.5 : Workers’ Compensation History9-22
- § 9:5 : Examinations and Inquiries for Employees9-23
- § 9:5.1 : Safety, Performance, and Other Job-Related Reasons9-25
- § 9:5.2 : Employee’s Request for Accommodation9-26
- § 9:5.3 : On-the-Job Injury9-28
- § 9:5.4 : Reinstatement of Disabled Former Employees9-28
- § 9:5.5 : Confidentiality9-29
- § 9:5.6 : Drug Testing9-30
- § 9:5.7 : Examinations Required by Safety Laws9-30
- § 9:5.8 : Voluntary Medical Examinations9-30
- § 9:6 : Workers’ Compensation and the ADA9-31
- § 9:7 : Tips for Practitioners9-32
- § 9:7.1 : Role of the Medical Examiner9-32
- § 9:7.2 : Guidelines for Recruitment Staff9-32
- § 9:7.3 : Uniform Policies Governing Employee Examinations9-33
- § 9:7.4 : Concluding Points9-33
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Chapter 10: |
Alcoholism and Drug Abuse |
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- § 10:1 : Analytical Approach to Substance Abuse Under the ADA10-2
- § 10:2 : Recovering Drug Addicts10-6
- § 10:2.1 : Protected Individual Must Be a Recovering Drug Addict, Not a Casual User10-6
- [A] : Tips for Practitioners10-7
- § 10:2.2 : Current Illegal Drug Users Are Not Protected10-8
- [A] : Definition of Illegal Drug Use10-8
- [B] : Definition of “Current” Drug Use10-8
- [B][1] : Tips for Practitioners10-10
- [C] : Effect of Rehabilitation Programs on Status As Current User10-10
- [C][1] : Tips for Practitioners10-12
- § 10:2.3 : Addiction Must Substantially Limit a Major Life Activity to Qualify As a Disability10-12
- [A] : Tips for Practitioners10-13
- § 10:2.4 : Disqualification of Addicts for Law Enforcement and Other Special Positions10-13
- § 10:2.5 : Drug Addicts May Be Held to Uniform Conduct Standards10-14
- § 10:3 : Alcoholism10-15
- § 10:3.1 : Actual Alcoholism Necessary and Must Substantially Limit a Major Life Activity to Qualify As a Disability10-16
- [A] : Tips for Practitioners10-17
- § 10:3.2 : Alcoholics Held to Same Standards10-18
- [A] : Intoxication at Work10-18
- § 10:3.3 : The ADA Does Not Protect Alcohol-Related Misconduct by Alcoholics10-19
- [A] : Introduction10-19
- [B] : Driving While Intoxicated10-20
- [C] : Absenteeism10-20
- § 10:3.4 : Reasonable Accommodation10-22
- [A] : Introduction10-22
- [B] : Adverse Employment Action May Follow Unsuccessful Rehabilitation10-22
- [C] : Rehabilitation Not Required in Lieu of Adverse Employment Action10-23
- § 10:4 : Preemployment Inquiries10-24
- § 10:4.1 : Tips for Practitioners10-26
- § 10:5 : Drug and Alcohol Testing10-27
- § 10:5.1 : Drug Testing10-27
- [A] : Tips for Practitioners10-28
- § 10:5.2 : Alcohol Testing10-28
- § 10:6 : Individuals Regarded As Substance Abusers10-29
- § 10:6.1 : Tips for Practitioners10-30
- § 10:7 : Relationship Between Substance Abuse and Direct Threat10-31
- § 10:8 : Tips for Practitioners10-33
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Chapter 11: |
Procedural Issues, Arbitration, and Remedies |
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- § 11:1 : Introduction11-4
- § 11:2 : Filing a Charge11-5
- § 11:2.1 : Exhaustion Requirement11-6
- § 11:2.2 : Deferral to State Fair Employment Practice Agencies11-7
- § 11:2.3 : Filing a Timely Complaint11-7
- [A] : Late Verification of Timely Filed Unsworn Complaint11-9
- § 11:2.4 : Administrative Enforcement11-10
- [A] : Dismissal of an EEOC Complaint11-10
- [A][1] : “No Particularized Findings”11-10
- [A][2] : Reopening a Dismissed Complaint11-11
- [A][2][a] : Tips for Practitioners11-11
- [A][3] : Dismissals for Administrative Reasons11-11
- [A][3][a] : Tips for Practitioners11-12
- [B] : Finding of Cause for the Complaint11-12
- [B][1] : Conciliation11-12
- [B][2] : Litigation11-12
- § 11:2.5 : Pursuing a Civil Suit11-13
- [A] : Timeliness11-13
- [B] : Relation Back Requirement11-14
- [B][1] : Tips for Practitioners11-15
- [C] : Commencement of Limitations Period11-15
- [C][1] : Defining the Discriminatory Act11-15
- [C][2] : Subsequent Discrete Discriminatory Acts11-16
- [C][3] : Serial or Continuing Acts of Discrimination11-17
- [C][3][a] : Employer’s Breach of Continuing Duty11-18
- [C][3][b] : Employer Is Engaged in a Discriminatory Policy11-19
- [D] : Equitable Tolling of Statute of Limitations11-19
- [D][1] : Employer Concealment11-19
- [D][2] : Court or Administrative Error11-20
- [D][3] : Equitable Tolling Denied11-20
- [D][4] : Equitable Estoppel11-21
- [D][5] : Tips for Practitioners11-22
- [E] : Courts Will Not Recognize Agreements to Shorten Statutes of Limitation11-22
- § 11:3 : Mandatory Arbitration of ADA Claims11-23
- § 11:3.1 : Clear and Unmistakable Waiver of the Right to Sue11-24
- § 11:3.2 : Enforceability of the Waiver11-25
- [A] : Mandatory Arbitration Clauses in Collective Bargaining Agreements Are Generally Not Enforceable11-27
- [B] : Mandatory Arbitration Clauses in Individually Executed Employment Contracts Are Generally Enforceable11-28
- [C] : Arbitration Clauses Must Be Valid Under General Contract Law11-28
- [D] : Tips for Practitioners11-29
- § 11:4 : Remedies11-30
- § 11:4.1 : Equitable Remedies11-31
- [A] : Backpay11-31
- [A][1] : Definition11-31
- [A][2] : Calculation of Backpay11-32
- [A][3] : Commencement of Backpay Accrual Period11-33
- [A][4] : End of Backpay Accrual Period11-33
- [A][5] : Altering Backpay Award11-34
- [B] : Reinstatement and Instatement11-34
- [B][1] : Legislative and Judicial Preference Favoring Reinstatement11-34
- [B][2] : Impracticability of Reinstatement11-35
- [B][2][a] : Plaintiff Is Already Employed Elsewhere11-35
- [B][2][b] : Workplace Tensions or Hostility11-36
- [B][2][c] : No Positions Available in Defendant’s Business11-36
- [B][2][d] : Plaintiff Is No Longer Qualified11-37
- [C] : Front Pay11-38
- [C][1] : Calculation of Front Pay11-38
- [C][2] : Limitations on Employer’s Liability for Front Pay11-40
- [D] : Injunctive Relief11-40
- [D][1] : Purposes Served by Injunction11-40
- [D][2] : Legal Standard for Granting Injunctive Relief11-41
- [D][2][a] : Permanent Injunctions for Intentional Violations of the ADA11-41
- [D][2][b] : Preliminary Injunction11-42
- [D][3] : Injunction Denied on Basis of Employer’s Future Voluntary Compliance11-42
- [D][4] : Denial of Injunction on Basis of Hardship to Defendant11-43
- [E] : Declaratory Relief11-43
- § 11:4.2 : Defenses to Equitable Awards11-43
- [A] : Reduction by Plaintiff’s Earned or Collateral Source Income During Period of Accrual11-44
- [A][1] : Reduction of Award by Collateral Income Is Discretionary11-44
- [A][2] : Collateral Sources Reduction Denied11-45
- [B] : Reduction for Plaintiff’s Failure to Mitigate Damages11-45
- [B][1] : Burden of Proof11-46
- [B][2] : Reasonable Efforts and Due Diligence11-46
- [B][2][a] : Tips for Practitioners11-48
- [B][3] : Comparable Employment11-48
- [B][4] : Removal from Job Market and Enrollment in School11-48
- [B][5] : Changing Occupations11-49
- [B][6] : Self-Employment11-49
- [C] : Defendant’s Offer of Instatement or Reinstatement11-50
- [D] : Legitimate Nondiscriminatory Business Reason for Termination11-50
- [D][1] : Defendant’s Reduction in Force11-51
- [D][2] : After-Acquired Evidence of Employee Wrongdoing11-51
- [D][2][a] : Tips for Practitioners11-52
- § 11:4.3 : Legal Remedies11-52
- [A] : Compensatory Damages11-53
- [A][1] : Compensable Injuries11-53
- [A][2] : Mixed-Motives Cases11-54
- [A][3] : Evidence and Burden of Proof11-55
- [B] : Punitive Damages11-56
- [B][1] : Strict State of Mind Requirement11-56
- [B][2] : Effect of Good-Faith Policy on Employer’s Liability for Agent’s Actions11-59
- [C] : Statutory Cap on Recovery11-60
- [D] : Judicial Review of Compensatory and Punitive Damages Awards11-62
- [D][1] : Review of Compensatory Damages Award11-62
- [D][2] : Review of Punitive Damages Award11-64
- § 11:4.4 : Attorney’s Fees11-64
- [A] : Availability: Prevailing Party11-65
- [B] : Calculation of Attorney’s Fees11-67
- [B][1] : Determination of Reasonable Rate and Hours11-67
- [B][2] : Hours Worked Not Eligible for Award of Attorney’s Fees11-68
- [B][3] : Plaintiffs Who Are Represented by the EEOC11-68
- [B][4] : Contingent Fee Agreements11-69
- [B][5] : Review of a Reduction in an Award of Attorney’s Fees11-70
- [C] : Settlement Offers and Rule 6811-71
- [C][1] : Tips for Practitioners11-71
- [D] : Awards of Attorney’s Fees to Defendants11-71
- § 11:4.5 : Pre- and Post-Judgment Interest11-72
- [A] : Availability at Discretion of Court11-72
- [B] : Calculation11-73
- [B][1] : Rate of Interest11-73
- [B][2] : Period of Accrual11-73
- § 11:4.6 : Jury Trial11-73
- [A] : Entitlement11-73
- [B] : Demanding a Jury Trial11-74
- [B][1] : Tips for Practitioners11-74
- [C] : Effect of Jury Findings on Equitable Claims11-74
- § 11:4.7 : Comparison of Remedies Available Under the ADA and the Rehabilitation Act11-74
- [A] : Legal Remedies11-75
- [A][1] : Compensatory Damages11-75
- [A][2] : Punitive Damages11-75
- [B] : Jury Trial Right11-77
- § 11:5 : Suing Public Employers11-78
- § 11:5.1 : Eleventh Amendment Bars State Employees from Bringing ADA Claims Against Their Employers11-78
- [A] : Eleventh Amendment Immunity Does Not Extend to States Receiving Rehabilitation Act Funding11-81
- § 11:5.2 : Derivative Suits Under 42 U.S.C. § 198311-82
- § 11:5.3 : Suits Under Title II of the ADA11-83
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Chapter 12: |
State and Local Disability Discrimination Laws |
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- § 12:1 : Introduction12-2
- § 12:2 : Coverage12-3
- § 12:2.1 : Introduction12-3
- § 12:2.2 : Number and Kind of Employees12-3
- § 12:2.3 : Labor Unions12-6
- § 12:2.4 : Personal Liability12-6
- § 12:3 : Disability12-7
- § 12:3.1 : Introduction12-7
- § 12:3.2 : Definitions of Disability12-7
- [A] : States That Require Less Than Substantial Limitation12-7
- [B] : States That Provide Lists of Protected Conditions12-8
- [B][1] : HIV As a Per Se Disability12-10
- [B][2] : Genetic Discrimination12-10
- [C] : States That Include All Impairments in the Protected Class12-12
- [D] : States That Are Less Inclusive Than the ADA12-12
- [E] : States’ Treatment of Alcohol and Drug Addiction12-13
- § 12:4 : Qualification12-14
- § 12:5 : Reasonable Accommodation12-14
- § 12:6 : Proving Disability Discrimination12-15
- § 12:7 : Procedural Rights12-17
- § 12:7.1 : Introduction12-17
- § 12:7.2 : States Without Administrative Exhaustion Requirements12-18
- § 12:7.3 : Administrative Deadlines of 300 Days or More12-19
- § 12:7.4 : Administrative Deadlines Shorter Than 180 Days12-20
- § 12:7.5 : States Without Judicial Rights of Action12-20
- § 12:8 : Collective Bargaining12-20
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Chapter 13: |
Relationship of the ADA to Workers' Compensation, the National Labor Relations Act, and the Family and Medical Leave Act |
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- § 13:1 : Introduction13-2
- § 13:2 : The ADA and Workers’ Compensation Statutes13-3
- § 13:2.1 : Employers Covered13-4
- [A] : Tips for Practitioners13-4
- § 13:2.2 : Employees Covered13-4
- § 13:2.3 : Qualifying Conditions Under Workers’ Compensation and the ADA13-6
- [A] : Different Definitions of Disability13-6
- [A][1] : Tips for Practitioners13-7
- [B] : Totally Disabled Individuals Under Workers’ Compensation May Still Be Qualified Under the ADA13-8
- [B][1] : Tips for Practitioners13-9
- § 13:2.4 : Restrictions on Employer Inquiries13-9
- [A] : Inquiries About Disability13-9
- [B] : Workers’ Compensation History13-10
- [B][1] : Tips for Practitioners13-11
- § 13:2.5 : Disclosure of Medical Information13-11
- [A] : Tips for Practitioners13-11
- § 13:2.6 : Return to Work13-12
- [A] : Medical Examinations13-12
- [B] : Reinstatement Rights13-12
- [B][1] : Full Recovery Versus Capacity to Perform Only Essential Functions13-12
- [B][2] : Position upon Reinstatement13-13
- § 13:2.7 : Light-Duty Positions13-14
- § 13:2.8 : Benefits During Leave13-15
- § 13:2.9 : Termination As a Result of Absenteeism13-15
- [A] : Tips for Practitioners13-16
- § 13:3 : The ADA and the National Labor Relations Act13-16
- § 13:3.1 : Dealing with the Employee Directly Versus Dealing with the Union13-18
- [A] : Tips for Practitioners13-18
- § 13:3.2 : Reasonable Accommodation Versus Seniority13-19
- [A] : Tips for Practitioners13-20
- § 13:3.3 : Confidentiality13-20
- [A] : Tips for Practitioners13-21
- § 13:4 : The ADA and the Family and Medical Leave Act13-22
- § 13:4.1 : Employers Covered13-22
- [A] : Tips for Practitioners13-23
- § 13:4.2 : Employees Covered13-23
- § 13:4.3 : Conditions Qualifying Employees for Leave Under Both Laws13-23
- [A] : Tips for Practitioners13-25
- § 13:4.4 : Length of Leave13-25
- § 13:4.5 : Advance Notice Requirements and Designation of Leave13-26
- [A] : Notice Requirements for Employees13-26
- [B] : Notice Requirements for Employers13-27
- § 13:4.6 : Medical Certification and Fitness for Duty Certificates13-27
- [A] : Medical Certification13-27
- [B] : Fitness-for-Duty Certification13-29
- [C] : Confidentiality Requirements13-30
- § 13:4.7 : Reinstatement Rights13-30
- § 13:4.8 : Benefits During Leave13-31
- § 13:4.9 : Intermittent and Reduced Leave and Calculating Leave13-32
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Chapter 14: |
Table of Authorities |
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Chapter 15: |
Index to Disability Law Deskbook |
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