EffortlessHR

Header Right

Contact Us: +1.520.546.3947 or Email
Try It Free Log In

Main navigation

  • Pricing
  • Customers
  • Partners
    • White Label HR Software
  • Solutions
    • Free Setup Assistance
    • Employee Handbook Builder
    • Employee Handbook Reviews
    • Business Insurance
    • Staffing Solutions
  • College Instructors
    • Training Curriculum
    • EffortlessHR Trial for Students
    • Free Setup Assistance
  • About Us
    • Security Info
    • Blog

Easy to use, comprehensive Online HR Software for small organizations

Try it Free
Employee Handbook Review Service
FREE SETUP - HRIS PROJECT
Business Insurance

All-in-one web-based employee management

A complete cloud-based HR platform. Employee portal, PTO, time clock, applicant tracking, benefits, file storage, and more.
Home>Lead Articles>Americans with Disabilities Act Amendments

Americans with Disabilities Act Amendments

Posted on January 13, 2009 by Cathy Baniewicz

The Americans with Disabilities Amendment Act (ADAAA)

Effective January 1, 2009 the law amending the Americans with Disabilities Act (ADA) goes into effect.

The Act retains the ADA’s basic definition of “disability” as an impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. However, it changes the way that these statutory terms should be interpreted.

There are three major changes to the current law.

1. The ADAAA prohibits employers from considering the effects of mitigating measures such as hearing aids, medication, prosthetic devices, etc. when determining whether someone has a disability. However, eyeglasses and contact lenses may still be taken into account.

2. The amendment expands the list of “major Life activities” to include:

caring for oneself, performing manual tasks, seeing, hearing, eating,sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, working and the operation of major bodily functions, such as functions of the immune system, normal cell growth and digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine and reproductive functions.

3. The law covers workers whose employers discriminate against them basedon a perception that the worker is impaired, regardless of whether the worker has a disability. This protection does not apply to persons with short-term impairments. The ADA provides broad coverage to protect anyone who faces discrimination on the basis of a disability.

Employers should review their employment policies regarding disabilities and reasonable accommodations. Employers with lengthy, detailed policies which include definitions of what constitutes a disability should consult with legal counsel about whether any changes are necessary.

Managers should trained on the changes to the ADA’s definition of a person who is “regarded as” disabled. It is now possible for just about anyone with a non-temporary impairment to bring a charge of discrimination. Companies will probably receive more requests for reasonable accommodations due to the changes in the law.

For additional information we would like to share a link provided by Karen Moore of Life Insurance Quotes:

http://www.lifeinsurancequotes.org/additional-resources/the-american-disabilities-act/

Thank you, Karen.

Related Posts

  • Final Rules - Newborns' and Mothers' Health Protection Act
  • 6 Ways for Recruiters to Think and Act Like Marketers
  • Mission: Small Business
  • Managing Change
  • Assessments - Tools to Maximize Productivity

Primary Sidebar

Subscribe

Enjoy our blog? Enter your email address to be the first to receive updates as we post:

Categories

  • Blogging
  • Business Planning
  • Compensation
  • Customer Service
  • Emergency Planning
  • Employee Hiring
  • Employee Issues
  • Employee Policies
  • HR
  • Jobs
  • Labor Laws
  • Lead Articles
  • Legal Issues
  • Management
  • Marketing
  • Press
  • Remote working
  • Scheduling
  • Technology
  • Training & Development
  • Uncategorized
  • Webinars

Friends

  • Bompus

Footer

Pages

  • Pricing
  • Customers
  • Partners
    • White Label HR Software
  • Solutions
    • Free Setup Assistance
    • Employee Handbook Builder
    • Employee Handbook Reviews
    • Business Insurance
    • Staffing Solutions
  • College Instructors
    • Training Curriculum
    • EffortlessHR Trial for Students
    • Free Setup Assistance
  • About Us
    • Security Info
    • Blog

News & Updates

Now Available: EffortlessHR and QuickBooks Integration

May 6, 2024

Are You Ready? Is Your Business Prepared?

May 24, 2023

Good Coordination is Very Important to Get Customer Attraction

February 19, 2023

Contact Us

  • Email: Contact Us
  • Call: +1.520.546.3947

Stay Connected

  • LinkedIn
  • Twitter
  • Facebook
  • YouTube

© 2025 EffortlessHR. All Rights Reserved.            Privacy Policy