EEOC Issues Revised Documents on Rights Of Employees With Specific Disabilities

With an emphasis on practical strategies to improve productivity and performance, and limit potential liabilities, Bulletin to Management™ concisely analyzes new developments in employment and human resources management.

The Equal Employment Opportunity Commission has issued four revised documents on protections against disability discrimination, explaining how the Americans with Disabilities Act, as amended, applies to individuals with cancer, diabetes, epilepsy, and intellectual disabilities, EEOC announced May 15.

The revised documents reflect changes to the definition of disability made by the ADA Amendments Act, which took effect Jan. 1, 2009. Among other things, the act made it easier to conclude individuals with a wide range of impairments, including cancer, diabetes, epilepsy, and intellectual disabilities, are protected by the ADA, EEOC said.

Each revised document answers questions such as: when an employer may obtain medical information from employees and applicants; what types of reasonable accommodations individuals with these particular disabilities might need; how an employer should handle safety concerns; and what an employer should do to prevent and correct disability-based harassment.

EEOC said the revisions advance a goal in the agency's 2012-2016 strategic plan of providing up-to-date guidance on federal antidiscrimination requirements.

The documents are posted on the commission's website at http://www.eeoc.gov/laws/types/disability.cfm.