ADA: Working with a Disability
The Americans with Disabilities Act requires employers to make accommodations for employees with disabilities.
Disability is no longer limited to just the obvious — deafness, blindness, intellectual disability, missing limbs, and mobility impairments; the expanded list includes impairments that are not as readily visible to others. According to ADAA, any chronic illness, physical or mental condition, or bodily function that substantially limits “major life activities” including “caring for oneself, performing manual tasks, seeing, hearing, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working” meets the definition of “disability.” The amendment is “nonexhaustive,” making provision for currently unrecognized conditions, for people whose condition is episodic, fluctuates or otherwise unpredictable, and specifies that an impairment that limits one major life activity need not limit any others to be considered a disability. For more information on how the ADA Amendments Act affects your disability rights at work, contact: