The following checklist was developed by David K. Fram, Director of EEO and ADA Training, National Employment Law Institute.
This checklist helps determine important questions to ask and information to be gathered when evaluating disability conditions.
A serious health condition exists if the employee, or the employee's child, spouse, or parent has an illness, injury, impairment, or physical or mental conditio
Yes, individuals who take medicine to lessen the symptoms of an impairment so that they can function may be considered to have a disability.
Use of psychological tests by employers has the clear potential to implicate privacy rights.
The Americans with Disabilities Act (ADA) defines disability as an impairment that substantially limits one or more major life activity and requires that reason
Your plan must include a way to alert employees, including workers with disabilities, to evacuate or take other action, and a method for reporting emergencies,
Employers have an obligation under the ADA to provide workers with disabilities with the opportunity to participate in training to improve job performance and f
See ENFORCEMENT above.
Relief or penalties for genetic testing violations may include orders directing the employer to (Sec. 729.6):
It is an unlawful employment practice for any employer to (Sec. 44-1009, as amended by S. 22, L. 1999, effective upon publication in the statute book):
Any person aggrieved by a violation of the genetic testing provisions described above may bring a civil action, in which the court may award (Sec.
Effective October 1, 1999, it is an unlawful employment practice for an employer (Sec. 613.345):