Definition of a disability

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Definition of a disability"

Transcription

1 Introduction The ADA protects qualified individuals with disabilities from employment discrimination based on disability. Under other laws that prohibit employment discrimination, it usually is a simple matter to determine whether an individual is covered because of his or her race, color, sex, national origin, or even age. However, determining whether a person is covered by the employment provisions of the ADA recognizing whether a person has a disability can be more complicated. It is first necessary to understand the Act s very specific definitions of disability and qualified individual with a disability. Like other determinations under the ADA, making these decisions is a case-by-case process, depending on the circumstances of the particular employment situation. The definition of disability is tailored to the purpose of eliminating discrimination prohibited by the ADA. A determination of whether an individual is protected by the law depends, somewhat, on whether he or she meets the ADA s definition of the term disability. Please note that in 2008, the ADA Amendments Act altered the definition of a disability to restore original Congressional intent after some Supreme Court cases narrowed the definition. As a result of this law, employers are advised not to spend too much time focusing on whether an individual has a disability but rather focus on how the individual was or is being treated. In referring to the ADA, the material in this chapter includes the provisions of the ADA Amendments Act. The ADA has a three-part definition of disability. This definition reflects the specific types of discrimination experienced by people 1/10 3

2 Employees and applicants don t necessarily need to have a disability to be protected by the law. with disabilities. Accordingly, it is not the same as the definition of disability in other laws, such as state workers compensation laws or other federal or state laws that provide benefits for people with disabilities and disabled veterans. Indeed, it includes people who may not even have a disability. An individual is protected under the ADA if he or she: Has a physical or mental impairment that substantially limits one or more major life activity, Has a record of such an impairment, or Is regarded as having such an impairment. An individual must satisfy at least one of these three parts to be considered an individual with a disability. If an individual does not satisfy the first part, or if you are unsure whether the individual meets the first part, then you should look at whether the individual satisfies the second or third part of the definition whether the individual has a record of or is regarded as having such an impairment. As you can see, the first part of the definition covers persons who actually have physical or mental impairments that substantially limit one or more life activities. The focus of the first part of the definition is on the individual and to determine if he or she has a substantially limiting impairment. The second and third parts of the definition cover persons who may not have an impairment that substantially limits a major life activity, but who have a history of, or have been misclassified as having such an impairment (a disability), or who are perceived as having an impairment. The focus of the second and third parts of the definition is on the reactions of others to a history of impairment or to a perceived impairment. Thus, the history or perception of an impairment that substantially limits a major life activity is construed as a disability under the ADA. These parts of the definition reflect a recognition by Congress that stereotyped assumptions about what constitutes a disability and unfounded concerns about the limitations of individuals with disabilities form major discriminatory barriers, not only to those persons presently disabled, but also to those persons previously disabled, misclassified as previously disabled, or mistakenly perceived to be disabled. To combat the effects of these prevalent misperceptions, the definition of an individual with a disability includes discrimination against persons who are treated as if they have an impairment, even if, in fact, they have no such current incapacity. The important concept to note is that employees and applicants don t really need to have a disability to be protected by the law. 4 1/10

3 Impairments Who is disabled under the ADA? Since employers need to make accommodations for individuals with disabilities, it is helpful to know who is protected by the law. Unlike determining someone s race, religion, sex, or age under other discrimination laws, determining disability can be a perplexing question. A disability isn t always obvious, as might be an individual s gender. Simply asking an applicant or employee if they are disabled may violate the law. In general terms, to help determine whether an individual has a disability, first look at whether the individual satisfies the first part of the definition of the term whether the individual actually has a physical or mental impairment that substantially limits one or more major life activity. According to Congressional Record, a person is considered an individual with a disability under this part of the definition when one or more of the individual s important life activities are restricted as to the conditions, manner, or duration under which they can be performed in comparison to most people. Remember that the concepts of impairment, major life activity, and substantially limits are relevant to all three parts of the definition of disability and are discussed in further detail later in this chapter. To fall under the first part of the definition of disability, the person must establish the three elements of the part: That he or she has a physical or mental impairment, The impairment is substantially limiting, and The impairment substantially limits one or more major life activities. Impairments can be physical or mental in nature. The first inquiry regarding an individual claiming to have a disability is that it must be an actual impairment. A person has a disability only if his or her limitations are, were, or have a history of substantially limiting a major life activity. Individuals are also protected by the law if they are regarded as being disabled as the result of an impairment. Therefore, it is essential to distinguish between conditions that are impairments and those that are not impairments. Not everything that restricts someone s activities is an impairment. 7/10 5

4 The proposed rule from September 23, 2009 provides examples of impairments that will consistently meet the definition of disability. These include the following: Deafness Blindness Intellectual disabilities Partially or completely missing limbs Mobility impairments Autism Cancer Cerebral palsy Diabetes Epilepsy HIV or AIDS Multiple sclerosis Muscular dystrophy Major depression Bipolar disorder Post-traumatic stress disorder Obsessive compulsive disorder Schizophrenia These are just examples, and this list is not all inclusive. Please note that this list is in the proposed rule, which may be amended. Mental impairment A mental impairment is defined as any mental or psychological disorder, such as intellectual disabilities, organic brain syndrome, emotional or mental illness, and specific learning disabilities. Although the ADA prohibits discrimination against individuals based on mental or emotional disabilities, the ADA does not list specific conditions that are considered such disabilities. The ADA applies to any recognized mental or psychological impairment that substantially limits one or more major life activities. Additionally, the ADA protects an individual with a record of such mental disorder or an individual perceived by others having such an impairment. The Diagnostic and Statistical Manual of Mental Disorders is the principal diagnostic source used by physicians in defining and treating mental disorders. Psychiatry recognizes a number of classifications of disorders, including developmental disorders, organic/brain disorders, thought disorders (i.e., schizophrenia), mood disorders, anxiety disorders, and personality disorders. Common workplace mental illnesses include: bipolar disorders, anxiety disorders, schizophrenia, and panic disorders. 6 7/10

5 Situation analysis Dan has had major depression for almost a year. He has been intensely sad and socially withdrawn (except for going to work), has developed serious insomnia, and has had severe problems concentrating. Kia, the HR Manager, has been aware of Dan s condition as it has come up in his performance evaluations. She knows that he has an impairment (major depression) that substantially limits his ability to interact with others, sleep, and concentrate some major life activities. The effects of this impairment are severe and have lasted long enough, such that Kia realizes that Dan has a disability and is protected by the ADA. However, even if an individual has a mental impairment as defined under the ADA, it may still be difficult to determine whether the individual is disabled. Because most mental disabilities are not obvious and you are generally prohibited under the ADA for making inquiries to determine if an individual has a disability, knowledge of the disability may be lacking. Employers are in a particularly difficult position regarding employees with potential mental disorders in those instances where an employee demonstrates objectively poor work performance, which may or may not be related to a mental disorder. An issue many employers deal with is identifying when performance deficiencies constitute notice to an employer that an employee has a mental disability. The short answer seems to be that when there is unmistakable disclosure by the employee, medical evidence, or circumstances that obviously indicate the presence of a disability, and a reasonable lay person would recognize it, you may rely on the information. Generally, managers are not expected to possess expert knowledge, and employers are simply expected to act in a morally correct and fair manner. Assuming that an individual does have a mental disability covered under the ADA, and you have knowledge of the disability, you still must determine whether or not the disability substantially limits a major life activity. Again, focus on the specific individual, not a group of individuals with the same disease or condition. Indeed, some impairments may be disabling for particular individuals but not for others, depending on the stage of the disease or disorder, the presence of other impairments that can combine to make the impairment disabling, or any number of other factors. 7/10 7

6 However, some other impairments are inherently substantially limiting, including certain mental disabilities such as mental retardation and certain learning disabilities. An analysis must be made of whether or not the mental disability substantially limits the major life activities of the affected individual, but this need not be an exhaustive analysis. Additionally, you must then determine whether or not the individual with the disability is qualified to hold the position (i.e., meet the prerequisites of the position and can perform its essential functions with or without reasonable accommodations). You should not assume that an individual who has performed well academically cannot be substantially limited in activities such as learning, reading, writing, thinking, or speaking. There is no list of all diseases or conditions that make up physical or mental impairments. Physical impairment A physical impairment is defined by the current ADA regulations as any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: Neurological Musculoskeletal Special sense organs Respiratory (including speech organs) Cardiovascular Reproductive Digestive Genito-urinary Hemic Lymphatic Skin Endocrine Please note that the definitions of mental or physical impairments may change with the publication of new regulations to implement the ADA Amendments Act. Neither the statute nor the EEOC regulations list all diseases or conditions that make up physical or mental impairments, because it would be impossible to provide a comprehensive list, given the variety of possible impairments. Instead, they describe the type of condition that constitutes an impairment. You will need to apply the definition to a given situation to see if the law and its protections apply. In many cases, it is obvious that a condition is an impairment, where in others, it is not so obvious. In those instances where it is unclear whether an individual has an impairment, you may ask the individual 8 7/10

7 for medical documentation that describes the condition, which will help to determine if the individual, indeed, has an impairment. Impairments that are episodic or in remission are considered disabilities if they would substantially limit a major life activity when active. As you may already see, ADA-related situations must be dealt with on a case-by-case basis because of all the possible variations among individuals, their abilities, their impairments, and so forth. For example, a person suffering from general stress because of job or personal life pressures would not be considered to have an impairment. However, if this person is diagnosed by a psychiatrist as having an identifiable stress disorder, he would have an impairment that may be a disability. Contagious diseases A person who has a contagious disease generally has an impairment. However, the fact that a contagious disease is an impairment does not automatically mean that it is a disability. If someone has the flu, for example, he or she would not be protected. To be a disability, an impairment must substantially limit (or have substantially limited or be regarded as substantially limiting) one or more major life activities. On the other hand, just because an individual has a contagious disease does not, by itself, mean that the individual is not protected by the ADA. The law will still apply if the definitions are met. Court cases A teacher had tuberculosis, which had been in remission; however, she began to have relapses, which affected her respiratory system. She was suspended with pay for the rest of a school year and was discharged after a hearing because of the continued recurrence of the tuberculosis. She was then terminated. The school district based its decision to terminate on an unsubstantiated belief that the employee would transmit the disease to others. The teacher filed a claim under Section 504 of the Rehabilitation Act (which was the model for the ADA). The Supreme Court held that the teacher had an impairment and also ruled that some persons with contagious diseases may pose a threat to others, but not all persons with contagious diseases should be excluded from protections. School Board of Nassau Cty. v. Arline, 480 U.S. 273, March 3, Moreover, the legislative history of the ADA expressly provides that infection with the Human Immunodeficiency Virus (HIV) is an impairment under the Act. Thus, for the purpose of the ADA, an individual with HIV infection has an impairment. 7/10 9

8 The cause of the condition has no effect on whether the condition is an impairment. Voluntary actions When determining whether a condition constitutes an impairment, the effects or impact of an individual s voluntary activity is irrelevant in making that determination. For example, an individual may develop lung cancer as a result of smoking. In such an instance, an individual with lung cancer would have an impairment, notwithstanding the fact that some apparently voluntary act of the individual may have caused the impairment. The cause of the condition has no effect on whether the condition is an impairment. Mitigating measures You need to determine a person s impairment without regard to medication or other assistive devices that he or she may use. You can, however, consider regular eyeglasses or contact lenses in making this determination. You can consider regular eyeglasses or contact lenses in determining whether someone has a disability. Situation analysis During lunch one day, Barbara, a supervisor, knocked quietly on the door of Leo, the HR Manager. She asked if she could talk to him about one of her employees. The employee had mentioned to Barbara that he had epilepsy. Barbara was concerned that the employee was a safety risk. Leo asked Barbara if the employee s impairment had ever been an issue at work whether his performance had ever showed a sign of problems. Barbara shook her head and said that the employee had a strong performance record no indication of a problem. The employee had indicated that he hadn t had a seizure in many years because of the medication he took. Leo told Barbara not to worry about it unless there is evidence of a performance or safety problem. Leo also knew that the employee was most likely covered under the ADA because of the impairment, even if it was controlled with medication. Leo then told Barbara to make sure she didn t treat the employee as if he had an impairment, as doing so could lead to trouble down the road. He also told her to keep the information private. Under the ADA Amendments Act, which altered the ADA, mitigating measures can include the following: Medication, Medical supplies, Medical equipment, Medical appliances, 10 7/10

9 Low-vision devices (not including ordinary eyeglasses or contact lenses), Prosthetics (including limbs and devices), Hearing aids and cochlear implants or other implantable hearing devices, Mobility devices, Oxygen therapy equipment and supplies, Assistive technology, Learned behavioral or adaptive neurological modifications, Auxiliary aids or services, or Reasonable accommodations. As indicated, mitigating measures are used to reduce or relieve the negative effects of an impairment. In some situations, however, mitigating measures such as medications can cause negative side effects. Such side effects can be seen as a disability. Court cases An employee was considered morbidly obese and was prescribed weight loss medication. The medication had side effects that necessitated the employee to have frequent and extended bathroom breaks. His supervisors asked about the breaks and the employee asked his doctor about alternative medications; however, the frequent breaks continued. A supervisor asked that the employee be transferred, and the employee indicated that his medication was now changed and he should not need frequent breaks. However, the transfer decision held, but there was no other work available at that time, so the company offered the employee voluntary layoff, which he accepted. He subsequently filed a suit claiming that the company transferred him and forced him into the layoff because he was disabled, was regarded as disabled, or was retaliated against for requesting an accommodation. Even though the court found in favor of the employer, it indicated that side effects from medical treatment may themselves constitute an impairment under the ADA. However, this category of disability claims is subject to limitation. For a treatment s side effects to constitute an impairment under the ADA, it is not enough to show just that the potentially disabling medication or course of treatment was prescribed or recommended by a licensed medical professional. Instead, the medication or course of treatment must be required in the prudent judgment of the medical profession, and there must not be an available alternative that is equally effective that lacks similarly disabling side effects. The concept of disability connotes an involuntary condition, and if one can alter or remove the impair- 7/10 10A

10 ment through an equally effective course of treatment, it should not be considered disabling. The 3 rd Circuit joins the 7 th,8 th, and 11 th Circuits in finding that side effects may constitute a disability. Sulima v. Tobyhanna Army Depot, et. al., No , 3 rd Circuit Court of Appeals, January 29, Don t confuse the fact that you cannot consider the ameliorative effects of mitigating measures (including medications) in determining whether an impairment is substantially limiting, with the concept that side effects of a medication may be an impairment. In situations where an employee is taking medications to reduce or eliminate the effects of an impairment, you cannot consider the medication in regard to whether or not the employee has a disability. However, this provision does not cover situations where employees suffer negative side effects that may be viewed as an impairment. This could be true even if the employee does not have a disability to begin with. Temporary impairments Employers frequently ask whether temporary disabilities are covered by the ADA. How long an impairment lasts is a factor to be considered, but does not by itself determine whether a person has a disability under the ADA. The basic question is whether an impairment substantially limits one or more major life activities. This question is answered by looking at the extent, duration, and impact of the impairment. 10B 7/10

UNIVERSITY OF MIAMI POLICY AND PROCEDURE MANUAL Americans with Disabilities Act and Reasonable Accommodations

UNIVERSITY OF MIAMI POLICY AND PROCEDURE MANUAL Americans with Disabilities Act and Reasonable Accommodations TITLE: UNIVERSITY OF MIAMI POLICY AND PROCEDURE MANUAL Americans with Disabilities Act and Reasonable Accommodations REFERENCE: 42 U.S.C. 12112, et seq., as amended; Part 1630 of Title 29, Code of Federal

More information

PAUL MITCHELL THE SCHOOL POLICIES AND PROCEDURES FOR STUDENTS WITH DISABILITIES

PAUL MITCHELL THE SCHOOL POLICIES AND PROCEDURES FOR STUDENTS WITH DISABILITIES PAUL MITCHELL THE SCHOOL POLICIES AND PROCEDURES FOR STUDENTS WITH DISABILITIES q Accommodation Procedures for Students with Disabilities w Grievance Procedures for Students who have Complaints on the

More information

TACOMA COMMUNITY COLLEGE ADMINISTRATIVE POLICY AND PROCEDURE

TACOMA COMMUNITY COLLEGE ADMINISTRATIVE POLICY AND PROCEDURE TACOMA COMMUNITY COLLEGE ADMINISTRATIVE POLICY AND PROCEDURE REASONABLE ACCOMMODATION Section: President s Authorization: Human Resources Approved by Dr. Pamela Transue November 15, 2010 President s Signature

More information

The Triangle. Part One Overview of FMLA ADAAA Workers Compensation

The Triangle. Part One Overview of FMLA ADAAA Workers Compensation The Triangle Part One Overview of FMLA ADAAA Workers Compensation Discuss the Family Medical Leave Act and how it applies to counties Review the Americans with Disabilities Amendments Act and its impact

More information

American with Disabilities Act (ADA) ACCOMMODATION POLICY AND PROCESS

American with Disabilities Act (ADA) ACCOMMODATION POLICY AND PROCESS American with Disabilities Act (ADA) ACCOMMODATION POLICY AND PROCESS Office of Equity and Diversity Linden Hall, Rowan University 201 Mullica Hill Road Glassboro, NJ 08028 ADA Office of Equity and Diversity,

More information

SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY

SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY TRAVESE CITY AREA PUBLIC SCHOOLS 2260.01A/page 1 of 12 SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY The Superintendent establishes these administrative guidelines for the identification,

More information

Disability Under the Fair Employment & Housing Act: What you should know about the law. California Department of Fair Employment & Housing

Disability Under the Fair Employment & Housing Act: What you should know about the law. California Department of Fair Employment & Housing Disability Under the Fair Employment & Housing Act: What you should know about the law California Department of Fair Employment & Housing Disability Under the Fair Employment and Housing Act: What You

More information

Disability Discrimination in the Workplace

Disability Discrimination in the Workplace By: Nathan Davidovich Copyright (c) May 2014 Disability Discrimination in the Workplace Despite increased sensitivity to physical and mental disabilities, many of America's workers find themselves to be

More information

Students, parents or caregivers,

Students, parents or caregivers, Students, parents or caregivers, Please find below our school policies regarding academic accommodations. We encourage you to be in touch with the appropriate Dean or the Coordinator of the Learning Research

More information

Social Security Number: If under 18 years of age, do you have a work permit? Yes No

Social Security Number: If under 18 years of age, do you have a work permit? Yes No APPLICATION FOR EMPLOYMENT Bridgeway Federal Credit Union Federal and state laws prohibit discrimination in employment based on race, religion, gender, national origin, age disability, marital status,

More information

Employee Request For Reasonable Accommodation Americans With Disabilities Act (ADA)

Employee Request For Reasonable Accommodation Americans With Disabilities Act (ADA) Employee Request For Reasonable Accommodation Americans With Disabilities Act (ADA) Instructions for Employee: Step 1: Complete the Employee Information section on the next page. Sign and date where indicated.

More information

Nurse s Role in Section 504 Accommodation Plans. Louise Wilson MS, BSN, RN, NCSN Health Service Supervisor Beaver Dam

Nurse s Role in Section 504 Accommodation Plans. Louise Wilson MS, BSN, RN, NCSN Health Service Supervisor Beaver Dam Nurse s Role in Section 504 Accommodation Plans Louise Wilson MS, BSN, RN, NCSN Health Service Supervisor Beaver Dam Objectives: Review 504 legislation and current eligibility criteria Describe the 504

More information

FMLA, ADA and Paid Leave Update. Betsy J. Beck

FMLA, ADA and Paid Leave Update. Betsy J. Beck FMLA, ADA and Paid Leave Update Betsy J. Beck FMLA and ADA again? Follow up to the major changes in 2008 Status of statutory changes Status of regulatory changes Final changes and what they mean to employers

More information

Questions & Answers about the Americans with Disabilities Act: A Quick Reference for Child Care Providers Updated October 2012

Questions & Answers about the Americans with Disabilities Act: A Quick Reference for Child Care Providers Updated October 2012 Questions & Answers about the Americans with Disabilities Act: A Quick Reference for Child Care Providers Updated October 2012 1. What is the ADA? The Americans with Disabilities Act (ADA) is a federal

More information

Employment Rights Under the Americans with Disabilities Act (and other related laws)

Employment Rights Under the Americans with Disabilities Act (and other related laws) California s protection & advocacy syste Toll-Free (800) 776-5746 Employment Rights Under the Americans with Disabilities Act (and other related laws) Fourth Edition November 2015, Publication #5068.01

More information

Common Questions & Answers About the ADA Amendments Act

Common Questions & Answers About the ADA Amendments Act General Questions Common Questions & Answers About the ADA Amendments Act Why did Congress amend the ADA? What is the goal of the ADAAA? How exactly does the ADAAA change the definition of disability?

More information

A Parent & Educator Guide to Free Appropriate Public Education (under Section 504 of the Rehabilitation Act of 1973)

A Parent & Educator Guide to Free Appropriate Public Education (under Section 504 of the Rehabilitation Act of 1973) A Parent & Educator Guide to Free Appropriate Public Education (under Section 504 of the Rehabilitation Act of 1973) Jim Rich Director Special Services Puget Sound ESD July 2010 Table of Contents Introduction

More information

TABLE OF CONTENTS. Introduction... 3

TABLE OF CONTENTS. Introduction... 3 July 2015 TABLE OF CONTENTS Introduction... 3 Section 504 Disability Defined... 4 Physical or Mental Impairment... 4 Substantial Limitation... 4 Major Life Activities... 5 Mitigating Measures... 5 Evaluation

More information

EMPLOYMENT DISCRIMINATION AND THE LAW. Frequently Asked Questions for People Who Live In New York City

EMPLOYMENT DISCRIMINATION AND THE LAW. Frequently Asked Questions for People Who Live In New York City N Y L P I New York Lawyers For The Public Interest, Inc. 151 West 30 th Street, 11 th Floor New York, NY 10001-4017 Tel 212-244-4664 Fax 212-244-4570 TTD 212-244-3692 www.nylpi.org EMPLOYMENT DISCRIMINATION

More information

NEW MEXICO PRIMER ON SPECIAL EDUCATION IN CHARTER SCHOOLS: BACKGROUND SECTION

NEW MEXICO PRIMER ON SPECIAL EDUCATION IN CHARTER SCHOOLS: BACKGROUND SECTION NEW MEXICO PRIMER ON SPECIAL EDUCATION IN CHARTER SCHOOLS: BACKGROUND SECTION This section is divided into two parts: a discussion of the legal status of charter schools and their linkage to other local

More information

Oklahoma State University Policy and Procedures

Oklahoma State University Policy and Procedures Oklahoma State University Policy and Procedures ACADEMIC ACCOMMODATIONS FOR STUDENTS WITH DISABILITIES 2-0824 ACADEMIC AFFAIRS September 2014 PURPOSE 1. 01 It is the policy of Oklahoma State University

More information

Special Accommodations and Services for Students with Special Needs Section 504

Special Accommodations and Services for Students with Special Needs Section 504 Policy 607 Education Programs Special Accommodations and Services for Students with Special Needs Section 504 I. Purpose The purpose of this policy is to ensure that the school district provides a full

More information

Section 504 in Schools

Section 504 in Schools Section 504 in Schools Guiding Principles and Best Practice Presentation to PA State Education Association April 30, 2011 1 Recent Changes to Federal Legislation The Americans with Disabilities Act of

More information

5.17 REASONABLE ACCOMMODATION FOR QUALIFIED STUDENTS WITH DISABILITIES POLICY I.

5.17 REASONABLE ACCOMMODATION FOR QUALIFIED STUDENTS WITH DISABILITIES POLICY I. DRAKE UNIVERSITY Reasonable Accommodation For Qualified Students With Disabilities Policy Faculty Manual Section 5.17 5.17 REASONABLE ACCOMMODATION FOR QUALIFIED STUDENTS WITH DISABILITIES POLICY I. Policy

More information

THE INTERPLAY OF THE AMERICANS WITH DISABILITIES ACT, WORKERS' COMPENSATION AND FMLA

THE INTERPLAY OF THE AMERICANS WITH DISABILITIES ACT, WORKERS' COMPENSATION AND FMLA August 25, 2015 THE INTERPLAY OF THE AMERICANS WITH DISABILITIES ACT, WORKERS' COMPENSATION AND FMLA Laurie Goetz Kemp Kightlinger & Gray, LLP 3620 Blackiston Blvd., Suite 200 New Albany, IN 47150 812-949-2300

More information

Federal Register / Vol. 76, No. 58 / Friday, March 25, 2011 / Rules and Regulations

Federal Register / Vol. 76, No. 58 / Friday, March 25, 2011 / Rules and Regulations 16999 regulations are likely to have benefits far exceeding costs. In issuing these final regulations, the Commission has considered and complied with the provisions of the new EO 13563, in particular

More information

PART 60-741--AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS

PART 60-741--AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS PART 60-741--AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS REGARDING INDIVIDUALS WITH DISABILITIES Subpart A--Preliminary Matters, Equal Opportunity Clause

More information

California FEHA & FEHC and Federal ADA Comparison Chart

California FEHA & FEHC and Federal ADA Comparison Chart California FEHA & FEHC and Federal ADA Comparison Chart Number of Employees Employers Covered California Fair Employment and Housing Act (FEHA) and Federal Americans with Disabilities Act (ADA) Fair Employment

More information

Cochise College Administrative Policy

Cochise College Administrative Policy Cochise College Administrative Policy Category: Students Policy Number: 4005 Title: Americans With Disabilities Act Cochise College fully recognizes all provisions of the Americans with Disabilities Act

More information

Alaska Human Rights Law Article 05. GENERAL PROVISIONS Sec Definitions.

Alaska Human Rights Law Article 05. GENERAL PROVISIONS Sec Definitions. Alaska Human Rights Law AS 18.80.200 Sec. 18.80.200 PURPOSE to eliminate and prevent discrimination in employment, credit and financing practices places of public accommodation, the sale, lease, or rental

More information

Workforce Restrictions and Leave Management

Workforce Restrictions and Leave Management Workforce Restrictions and Leave Management Medical Accommodation Forms Package Package Includes: Request for Medical Accommodation in Employment (4 pages) Instructions for completing the request Request

More information

THE AMERICANS WITH DISABILITIES AMENDMENTS ACT

THE AMERICANS WITH DISABILITIES AMENDMENTS ACT THE AMERICANS WITH DISABILITIES AMENDMENTS ACT I. Background A. The Americans with Disabilities Act (ADA) was enacted in 1990 and was intended to address and provide remedies for disability discrimination

More information

The Relationship of Disability Rights Laws to Education Majors and Teachers with Disabilities

The Relationship of Disability Rights Laws to Education Majors and Teachers with Disabilities The Relationship of Disability Rights Laws to Education Majors and Teachers with Disabilities Conference on English Education Commission for the Preparation of Teachers with Disabilities The National Council

More information

Disability Discrimination in the Workplace

Disability Discrimination in the Workplace By: Nathan Davidovich Copyright (c) April 2011 Disability Discrimination in the Workplace Despite increased sensitivity to physical and mental disabilities, many of America's workers find themselves to

More information

Legal Rights Legal Issues for People with Epilepsy

Legal Rights Legal Issues for People with Epilepsy Legal Rights Legal Issues for People with Epilepsy faces Epilepsy Conference 2008 Gary Gross Jeanne A. Carpenter Epilepsy Legal Defense Fund Epilepsy Foundation 301-459-3700 Legalrights@efa.org 1 Legal

More information

POWERPOINT PRESENTATIONS CAN BE DANGEROUS

POWERPOINT PRESENTATIONS CAN BE DANGEROUS CAUTION POWERPOINT PRESENTATIONS CAN BE DANGEROUS NASA's Columbia Accident Investigation Board identified simplistic thinking from an over-reliance on PowerPoint presentations as a contributing factor

More information

The ADA Amendments Act: An Overview of Recent Changes to the Americans with Disabilities Act

The ADA Amendments Act: An Overview of Recent Changes to the Americans with Disabilities Act The ADA Amendments Act: An Overview of Recent Changes to the Americans with Disabilities Act By Emily A. Benfer September 2009 All expressions of opinion are those of the author or authors. The American

More information

The FMLA Process. Who is Eligible for FMLA Leave? 10/16/2013 MLA AND THE ADA PIECING TOGETHER OBLIGATIONS UNDER THE LAW. Eligibility Requirements

The FMLA Process. Who is Eligible for FMLA Leave? 10/16/2013 MLA AND THE ADA PIECING TOGETHER OBLIGATIONS UNDER THE LAW. Eligibility Requirements MLA AND THE ADA PIECING TOGETHER OBLIGATIONS UNDER THE LAW Robert J. Simandl, Esq. Simandl Law Group, S.C. 20975 Swenson Drive, Suite 250 Waukesha, WI 53186 (262) 923-8651 rsimandl@simandlhrlaw.com The

More information

SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY

SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY COUNTY SCHOOLS 2260.01/page 1 of 9 REVISED POLICY - VOL. 8, NO. 1 SECTION 504/ADA PROHIBITION AGAINST DISCRIMINATION BASED ON DISABILITY Pursuant to Section 504 of the Rehabilitation Act of 1973 ( Section

More information

SECTION 504 FREQUENTLY ASKED QUESTIONS

SECTION 504 FREQUENTLY ASKED QUESTIONS SECTION 504 FREQUENTLY ASKED QUESTIONS BASIC REQUIREMENTS 1. What is Section 504? Section 504 is that section of the Rehabilitation Act of 1973 which applies to persons with disabilities. Basically, it

More information

Documentation Requirements ADHD

Documentation Requirements ADHD Documentation Requirements ADHD Attention Deficit Hyperactivity Disorder (ADHD) is considered a neurobiological disability that interferes with a person s ability to sustain attention, focus on a task

More information

Disability Law Update: Mental, Psychiatric, and Intellectual Disabilities. Char Eberhardt Chelsea Petersen

Disability Law Update: Mental, Psychiatric, and Intellectual Disabilities. Char Eberhardt Chelsea Petersen Disability Law Update: Mental, Psychiatric, and Intellectual Disabilities Char Eberhardt Chelsea Petersen Presentation Overview ADA and WLAD coverage and definitions Disclosure of mental disabilities and

More information

APPLYING FOR ACCOMMODATIONS AT RIVER PARISHES COMMUNITY COLLEGE

APPLYING FOR ACCOMMODATIONS AT RIVER PARISHES COMMUNITY COLLEGE APPLYING FOR ACCOMMODATIONS AT RIVER PARISHES COMMUNITY COLLEGE The Office of Counseling Services at River Parishes Community College (RPCC) coordinates accommodations and services for students with disabilities.

More information

STATE OF DELAWARE Office of Management and Budget, Human Resource Management

STATE OF DELAWARE Office of Management and Budget, Human Resource Management STATE OF DELAWARE Office of Management and Budget, Human Resource Management Guidelines on Equal Employment Opportunity (EEO) and Affirmative Action (AA) Introduction These guidelines are written to help

More information

MODIFIED AMENDED DISABILITY REGULATIONS As Adopted by the Commission on December 18, 2012,

MODIFIED AMENDED DISABILITY REGULATIONS As Adopted by the Commission on December 18, 2012, Chapter 1. Administration MODIFIED AMENDED DISABILITY REGULATIONS As Adopted by the Commission on December 18, 2012, Subchapter 9. Disability Discrimination CALIFORNIA CODE OF REGULATIONS Title 2. Administration

More information

EMPLOYMENT APPLICATION

EMPLOYMENT APPLICATION EMPLOYMENT APPLICATION The Bank is an equal opportunity employer and does not discriminate on the basis of age, sex, race, religion, color, national origin, disability, marital status, veteran status,

More information

By Lawrence Peikes and Meghan D. Burns

By Lawrence Peikes and Meghan D. Burns By Lawrence Peikes and Meghan D. Burns On September 25, 2008, President George W. Bush signed the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) into law. The ADAAA, which took effect on

More information

Reasonable Accommodation, An Interactive Process

Reasonable Accommodation, An Interactive Process Reasonable Accommodation, An Interactive Process Handbook EL-307 October 2008 Transmittal Letter A. Introduction. The Transformation Plan of the Postal Service is about enabling the Postal Service to successfully

More information

PROCEDURES MANUAL SECTION 504 OF THE REHABILITATION ACT OF 1973 AND THE AMERICANS WITH DISABILITIES ACT. Dr. Kamela Patton Superintendent of Schools

PROCEDURES MANUAL SECTION 504 OF THE REHABILITATION ACT OF 1973 AND THE AMERICANS WITH DISABILITIES ACT. Dr. Kamela Patton Superintendent of Schools PROCEDURES MANUAL SECTION 504 OF THE REHABILITATION ACT OF 1973 AND THE AMERICANS WITH DISABILITIES ACT Dr. Kamela Patton Superintendent of Schools 2014-2015 www.collierschools.com Dr. Kamela Patton Superintendent

More information

IMPLEMENTING THE AMERICAN WITH DISABILITIES ACT AMENDMENTS ACT OF Summer 2011

IMPLEMENTING THE AMERICAN WITH DISABILITIES ACT AMENDMENTS ACT OF Summer 2011 IMPLEMENTING THE AMERICAN WITH DISABILITIES ACT AMENDMENTS ACT OF 2008 Summer 2011 Written by Lathrop & Clark LLP, WASB Legal Counsel The Americans with Disabilities Act (ADA) was signed into law on July

More information

Americans with Disabilities Act: Title I - Employment Discrimination

Americans with Disabilities Act: Title I - Employment Discrimination RIGHTS & REALITY II Americans with Disabilities Act: Title I - Employment Discrimination Monica Murphy, Attorney Wisconsin Coalition for Advocacy 42 USC 12101 Five ADA titles 29 CFR 1630.2 (b) & (e) 29

More information

Accommodation and Compliance Series

Accommodation and Compliance Series Accommodation and Compliance Series Employees Practical Guide to Requesting and Negotiating Reasonable Accommodations Under the Americans with Disabilities Act Preface The Job Accommodation Network (JAN)

More information

These are OSU-Oklahoma City s Policies and Procedures in regard to Academic Accommodations for Students with Disabilities:

These are OSU-Oklahoma City s Policies and Procedures in regard to Academic Accommodations for Students with Disabilities: Policies and Procedures These are OSU-Oklahoma City s Policies and Procedures in regard to Academic Accommodations for Students with Disabilities: Purpose 1.01 It is the policy of OSU-Oklahoma City to

More information

EMPLOYMENT LAW SUMMARY

EMPLOYMENT LAW SUMMARY EMPLOYMENT LAW SUMMARY Federal and State Laws Christina M. Rogers-Spang crogers-spang@rawle.com 856.797.8926 Pennsylvania, New Jersey and New York www.rawle.com PHILADELPHIA HARRISBURG PITTSBURGH NEW YORK

More information

with Disabilities Act Shifting Obligations for Human Resource Management Breaking into Public Sector Like it or Not, Here they Come!

with Disabilities Act Shifting Obligations for Human Resource Management Breaking into Public Sector Like it or Not, Here they Come! Published by the Public Risk Management Association www.primacentral.org November/December 2013 The Amended Americans with Disabilities Act Shifting Obligations for Human Resource Management Millennials

More information

Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities

Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities The U.S. Equal Employment Opportunity Commission Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities INTRODUCTION The workforce includes many individuals with psychiatric

More information

September 19, 2014. Anthony R. Foxx Secretary of Transportation

September 19, 2014. Anthony R. Foxx Secretary of Transportation September 19, 2014 I am pleased to announce the U.S. Department of Transportation s (DOT) recently revised and updated Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants

More information

DRAFT MODEL POLICY ON ACCOMMODATION. TO: All employers in the legal profession in Nova Scotia

DRAFT MODEL POLICY ON ACCOMMODATION. TO: All employers in the legal profession in Nova Scotia TO: All employers in the legal profession in Nova Scotia Attached is a copy of a model accommodation policy, still in draft form, prepared by the Disability Awareness Committee of reachability. This policy

More information

1. How many children do you have? This question is inappropriate for two reasons.

1. How many children do you have? This question is inappropriate for two reasons. Interview Questions: Legal or Illegal? Can you ask if an employee has been arrested? If they have a high school diploma? What organizations they belong to? Employment application forms and pre-employment

More information

25TH THE ADA ANNIVERSARY AMERICANS WITH DISABILITIES ACT HOW IT AFFECTS PSYCHOLOGISTS. of the

25TH THE ADA ANNIVERSARY AMERICANS WITH DISABILITIES ACT HOW IT AFFECTS PSYCHOLOGISTS. of the 25TH ANNIVERSARY of the AMERICANS WITH DISABILITIES ACT & THE ADA HOW IT AFFECTS PSYCHOLOGISTS The Americans With Disabilities Act and How It Affects Psychologists This brochure is written in recognition

More information

(9) Disability or medical condition requiring a special meal or accommodation:

(9) Disability or medical condition requiring a special meal or accommodation: Nutrition Services Division (NSD) ATTACHMENT 2 This is a sample form and may be duplicated. (1) Name of Participant (2) Age or DOB (3) Sponsor (4) Site (5) Name of Parent, Guardian or Auth. Rep. (6) Telephone

More information

What is Evidence, and What It Takes to Prove Discrimination

What is Evidence, and What It Takes to Prove Discrimination What is Evidence, and What It Takes to Prove Discrimination There are many things that happen on the job that are unkind, unpleasant, unfair, or downright insulting! Sometimes these things happen because

More information

FOOD ALLERGIES: YOUR RIGHT TO BE SAFE March 12, Atty. Tess O Brien Boardman & Clark LLP

FOOD ALLERGIES: YOUR RIGHT TO BE SAFE March 12, Atty. Tess O Brien Boardman & Clark LLP FOOD ALLERGIES: YOUR RIGHT TO BE SAFE March 12, 2014 Atty. Tess O Brien Boardman & Clark LLP 1 Today s Presenter M. Tess O Brien-Heinzen Attorney, Boardman & Clark Madison, WI 2 Goals of Presentation This

More information

Employment Rights Under the Americans with Disabilities Act

Employment Rights Under the Americans with Disabilities Act DEVELOPED BY EQUIP FOR EQUALITY UNDER A GRANT PROVIDED BY THE ILLINOIS DEPARTMENT ON AGING DISCRIMINATION Employment Rights Under the Americans with Disabilities Act People with disabilities, including

More information

ADA Basics: Statute and Regulations

ADA Basics: Statute and Regulations Page 1 of 10 skip navigation ADA Best Practices Tool Kit for State and Local Governments Chapter 1 ADA Basics: Statute and Regulations A. Introduction On July 26, 1990, President George H. W. Bush signed

More information

LINDSAY & MARTÍN, L.L.P.

LINDSAY & MARTÍN, L.L.P. Determining Eligibility Under Section 504: Fundamentals and New Challenge Areas by Jose L. Martín, Attorney at Law RICHARDS LINDSAY & MARTÍN, L.L.P. 13091 Pond Springs Road, Suite 300 Austin, Texas 78729

More information

A Masterful Act : Vocational Testimony in ADAAA & CA_FEHA Employment Disability Discrimination Cases

A Masterful Act : Vocational Testimony in ADAAA & CA_FEHA Employment Disability Discrimination Cases A Masterful Act : Vocational Testimony in ADAAA & CA_FEHA Employment Disability Discrimination Cases Las Vegas, NV March 24, 2012 Presented by: Lisa Suhonos, MS, CDMS, ABVE-D Suhonos Occupational Services,

More information

CHAPTER 2015-131. Committee Substitute for House Bill No. 71

CHAPTER 2015-131. Committee Substitute for House Bill No. 71 CHAPTER 2015-131 Committee Substitute for House Bill No. 71 An act relating to service animals; amending s. 413.08, F.S.; providing and revising definitions; requiring a public accommodation to permit

More information

DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN. Lee Hornberger

DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN. Lee Hornberger DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN by Lee Hornberger This article discusses the Persons with Disabilities Civil Rights Act (PWDCRA), MCL 37.1101, et seq; MSA 3.550(101), et seq, as it

More information

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EEOC S LAWS and UNLAWFUL DISCRIMINATION Presented by Eddie Mary Daniel Abdulhaqq Program Analyst/Small Business Liaison U.S. EQUAL EMPLOYMENT OPPORTUNITY

More information

SECTION 504 HANDBOOK FAIRBANKS NORTH STAR BOROUGH SCHOOL DISTRICT SECTION 504 OF THE REHABILITATION ACT OF 1973

SECTION 504 HANDBOOK FAIRBANKS NORTH STAR BOROUGH SCHOOL DISTRICT SECTION 504 OF THE REHABILITATION ACT OF 1973 FAIRBANKS NORTH STAR BOROUGH SCHOOL DISTRICT 520 Fifth Avenue Fairbanks, Alaska 99701-4756 (907) 452-2000 WWW. K 12N O R T H S T A R. O R G SECTION 504 HANDBOOK SECTION 504 OF THE REHABILITATION ACT OF

More information

KP LAUNCH PROGRAM APPLICATION (PLEASE PRINT IN BLUE OR BLACK INK)

KP LAUNCH PROGRAM APPLICATION (PLEASE PRINT IN BLUE OR BLACK INK) KP LAUNCH PROGRAM APPLICATION (PLEASE PRINT IN BLUE OR BLACK INK) Please complete and submit the following documents with all necessary signatures: Program Application (signature required on page 4 of

More information

University Disability Advisory Group, 2 November 2010 meeting. Single Equality Act 2010 Guidance: Introductory changes on disability

University Disability Advisory Group, 2 November 2010 meeting. Single Equality Act 2010 Guidance: Introductory changes on disability University of St Andrews University Disability Advisory Group, 2 November 2010 meeting Single Equality Act 2010 Guidance: Introductory changes on Appendices: Annex 1: Substantial adverse effect on normal

More information

Lake County Department of Job and Family Services Lake County Employment and Training Division Youth Application and Objective Assessment

Lake County Department of Job and Family Services Lake County Employment and Training Division Youth Application and Objective Assessment Lake County Department of Job and Family Services Lake County Employment and Training Division Youth Application and Objective Assessment Date: Name: Address: Social Security Number: Street City State

More information

LEGAL PROTECTIONS FOR PEOPLE WITH HIV IN THE WORKPLACE (Reviewed: November 2008)

LEGAL PROTECTIONS FOR PEOPLE WITH HIV IN THE WORKPLACE (Reviewed: November 2008) Gay & Lesbian Advocates & Defenders 30 Winter Street, Suite 800 Boston, MA 02108 Phone: 617.426.1350 Fax: 617.426.3594 Website: www.glad.org LEGAL PROTECTIONS FOR PEOPLE WITH HIV IN THE WORKPLACE (Reviewed:

More information

FSBPT Guide to Testing Accommodations

FSBPT Guide to Testing Accommodations The Federation of State Boards of Physical Therapy FSBPT Guide to Testing Accommodations FSBPT 124 S. West Street, 3 rd Floor Alexandria, VA 22314 www.fsbpt.org Phone: (703) 299-3100 Fax: (703) 299-3110

More information

Myths and Facts About People with Disabilities

Myths and Facts About People with Disabilities Myths and Facts About People with Disabilities Myths are roadblocks that interfere with the ability of persons with disabilities to have equality in employment. These roadblocks usually result from a lack

More information

Massachusetts Department of Transitional Assistance EAEDC Medical Report

Massachusetts Department of Transitional Assistance EAEDC Medical Report PATIENT INFORMATION Last Name / / Date of Birth First Name - - Social Security Number Address (Street, City, State, Zip Code) ( ) Telephone Number Massachusetts Department of Transitional Assistance General

More information

AIDS and HIV. Original Implementation: September, 1990 Last Revision: October 21, 2013

AIDS and HIV. Original Implementation: September, 1990 Last Revision: October 21, 2013 AIDS and HIV Original Implementation: September, 1990 Last Revision: October 21, 2013 Stephen F. Austin State University recognizes the increasing public awareness and concern over AIDS and HIV. For the

More information

dealing with a depression diagnosis

dealing with a depression diagnosis tips for dealing with a depression diagnosis 2011 www.heretohelp.bc.ca No one wants to feel unwell. Talking to your doctor or other health professional about problems with your mood is an important first

More information

inclusion equal opportunity recognition

inclusion equal opportunity recognition inclusion equal opportunity recognition Employment Statistics for Persons with Disabilities in Nova Scotia A Statistical Report 2009 1 Persons with Disabilities in Nova Scotia. A Statistical Report on

More information

The Duty to Accommodate: Making Sense of the Law on Managing Disabilities in the Workplace

The Duty to Accommodate: Making Sense of the Law on Managing Disabilities in the Workplace The Duty to Accommodate: Making Sense of the Law on Managing Disabilities in the Workplace Shannon G. Whyley March 23, 2015 Western Canada s Law Firm Agenda 1. Introduction 2. Bona Fide Occupational Requirements

More information

What is Disability Discrimination and when is it against the law?

What is Disability Discrimination and when is it against the law? What is Disability Discrimination and when is it against the law? This fact sheet will help you understand what disability discrimination is. In Queensland, disability discrimination is covered by two

More information

SUL ROSS STATE UNIVERSITY A Member of the Texas State University System

SUL ROSS STATE UNIVERSITY A Member of the Texas State University System RETURN TO WORK POLICY APM 5.12 (Revised 5/2012) It is the policy of Sul Ross State University to provide a return to work program as the means to return employees to meaningful, productive employment following

More information

The Americans with Disabilities Act Amendments Act of 2008

The Americans with Disabilities Act Amendments Act of 2008 Understanding the Americans with Disabilities Act Amendments Act and Section 504 of the Rehabilitation Act The Impact on Students with LD and AD/HD The Americans with Disabilities Act Amendments Act of

More information

QuickGuide: The General Educator & Section 504 Issues

QuickGuide: The General Educator & Section 504 Issues QuickGuide: The General Educator & Section 504 Issues Provided by California Teachers Association Instruction & Professional Development QuickGuide: The General Educator & Section 504 Issues First edition

More information

FREQUENTLY ASKED QUESTIONS (FAQs) GED Test Accommodations. Questions about the process of requesting accommodations on the GED test

FREQUENTLY ASKED QUESTIONS (FAQs) GED Test Accommodations. Questions about the process of requesting accommodations on the GED test FREQUENTLY ASKED QUESTIONS (FAQs) GED Test Accommodations Questions about the process of requesting accommodations on the GED test What types of conditions or impairments might need to be accommodated?

More information

Table of Contents Introduction 3

Table of Contents Introduction 3 1 Table of Contents Introduction 3 Overview of Section 504 and ADA 4 Key Differences between IDEA and Section 504 5 Identifying Students for Section 504 Eligibility 6 The Section 504 Eligibility Determination

More information

STUDENT GUIDE TO REASONABLE ACCOMMODATION CARLOS ALBIZU UNIVERSITY

STUDENT GUIDE TO REASONABLE ACCOMMODATION CARLOS ALBIZU UNIVERSITY INTRODUCTION STUDENT GUIDE TO REASONABLE ACCOMMODATION CARLOS ALBIZU UNIVERSITY The (CAU) is a specialized, private, non-profit university. It does not discriminate against of race, color, creed, sex,

More information

THANK YOU FOR APPLYING AT MONROE TRUCK EQUIPMENT

THANK YOU FOR APPLYING AT MONROE TRUCK EQUIPMENT 1051 West 7 th Street Monroe, WI 53566 608-328-8127 ~ Fax: 608-328-4278 THANK YOU FOR APPLYING AT MONROE TRUCK EQUIPMENT We only accept applications or resumes for current job openings. When your application

More information

Vocational Rehabilitation Handbook of Services

Vocational Rehabilitation Handbook of Services Vocational Rehabilitation Handbook of Services Employment Services for People with Disabilities We help people with disabilities find employment. To help Kansas citizens with disabilities meet their employment

More information

State of Tennessee Department of Health BOARD OF VETERINARY MEDICAL EXAMINERS

State of Tennessee Department of Health BOARD OF VETERINARY MEDICAL EXAMINERS State of Tennessee Department of Health BOARD OF VETERINARY MEDICAL EXAMINERS 665 Mainstream Drive Nashville TN 37243 (Toll Free Instate) 1-800-778-4123 Ext. 5325090 615-532-5090 tn.gov/health Procedures

More information

Place of Birth City State Country. Birthdate (mm/dd/yyyy) Permanent address. City State Zip County. ( ) Mailing address if different from above

Place of Birth City State Country. Birthdate (mm/dd/yyyy) Permanent address. City State Zip County.   ( ) Mailing address if different from above Music Therapist License Application Please type or print clearly. It is the responsibility of the applicant to submit all supporting documentation. Failure to do so may result in a delay in processing

More information

PART 32 NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS AND ACTIVITIES RE- CEIVING OR BENEFITING FROM FEDERAL FINANCIAL ASSISTANCE

PART 32 NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS AND ACTIVITIES RE- CEIVING OR BENEFITING FROM FEDERAL FINANCIAL ASSISTANCE Office of the Secretary of Labor Pt. 32 31.11 Judicial review. Action taken pursuant to section 602 of the Act is subject to judicial review as provided in section 603 of the Act. [29 FR 16284, Dec. 4,

More information

The ADA: Your Reponsibilities as an Employer

The ADA: Your Reponsibilities as an Employer The U.S. Equal Employment Opportunity Commission The ADA: Your Reponsibilities as an Employer ADDENDUM Since The Americans with Disabilities Act: Your Responsibilities as an Employer was published, the

More information

EEOC-Denver Field Office

EEOC-Denver Field Office EEOC-Denver Field Office Laws EEOC enforces Title VII of the Civil Rights Act of 1964 (Title VII) 15 employees or more Equal Pay Act of 1963 (EPA) At least one other employee of the opposite sex Age Discrimination

More information

EEO Employer/Vet/Disabled

EEO Employer/Vet/Disabled Job Title: Reports to: Direct Reports: Location: Staff Accountant / Payroll Finance None San Jose, CA Education Required: High School Diploma Skills Required: The ideal candidate will have at least 3 to

More information

Disability Allowance Application

Disability Allowance Application Disability Allowance Application CLIENT NUMBER If you need help with this form call us on % 0800 559 009. Who can get Disability Allowance? Please read this before you start Name If you, or a family member,

More information

Reasonable Accommodations

Reasonable Accommodations Reasonable Accommodations 1.1 Introduction US Department of Health and Human Services (HHS) and its Operating Divisions (OPDIVs) will implement reasonable accommodation procedures in compliance with policies

More information

Summary of Vocational Rehabilitation Rights: Eligibility for Services

Summary of Vocational Rehabilitation Rights: Eligibility for Services Summary of Vocational Rehabilitation Rights: Eligibility for Services A Self-Advocacy Guide 5025 E. Washington 100 North Stone Avenue Suite 202 Suite 305 Phoenix, AZ 85034-2005 Tucson, AZ 85701 602-274-6287

More information