Policy on accomodating disabilty of employees
You are also protected if you are a victim of discrimination because of your association (family, business, social or other relationship) with a disabled person. It can be direct, and obvious, or indirect, and not so obvious. If you have a disability and are qualified to do a job, there are federal and state laws protecting you from job discrimination, harassment, and retaliation based on your disability.
The ADA Amendments Act emphasizes that the definition of disability "should be interpreted broadly." The Act directs the EEOC to revise the portion of its regulation defining the term "substantially limits." The Act also expands the definition of "major life activities" to include: In determining whether one has a disability, mitigating measures (if you are able to use medication to eliminate the limitations of your medical condition, or successfully use a prosthetic, hearing aid, glasses, or other assistive device) other than "ordinary eyeglasses or contact lenses" will not be considered.Federal contractors and subcontractors who are covered by the affirmative action requirements of the Rehabilitation Act may invite individuals with disabilities to identify themselves on a job application form or in some other pre-employment inquiry.Employers requesting this information must follow certain legal requirements regarding the way this information is requested and used. Direct: A restaurant allows a family with a child who has cerebral palsy to eat in their outdoor seating area but not in their family room. Below are examples of both direct and indirect discrimination.