ADAAA: Crippling Employers?
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Transcript of ADAAA: Crippling Employers?
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ADAAA: CRIPPLING EMPLOYERS?
January 14, 2014
Joseph “Trey” L. WoodBoyarMiller832.615.468
BoyarMiller-Employee Relations
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BoyarMillerEMPLOYEE RELATIONS
A Little History behind the ADAAA
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BoyarMillerEMPLOYEE RELATIONS
A Little History behind the ADAAA
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BoyarMillerEMPLOYEE RELATIONS
Winning Percentages
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BoyarMillerEMPLOYEE RELATIONS
Catch 22
Too disabled
Not disabled
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BoyarMillerEMPLOYEE RELATIONS
Comparison of new definition of disability to the oldOld DefinitionA physical or mental
impairment that substantially limits one or more major life activities; or
A record of such impairment; or
Being regarded as having such impairment.
New Definition A physical or mental
impairment that substantially limits one or more major life activities; or
A record of such impairment; or
Being regarded as having such impairment.
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BoyarMillerEMPLOYEE RELATIONS
“Disability” Definition to Be Read Broadly
“A broad scope of protection…”Courts should provide coverage for
plaintiffs “to the maximum extent permitted”
Definition extends to impairments that are episodic or in remission.
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BoyarMillerEMPLOYEE RELATIONS
“Major Life Activity”
Caring for oneself; Performing manual tasks; Seeing Hearing Eating; Sleeping; Walking; Standing; Lifting; Bending; Speaking; Breathing; Learning; Reading; Concentrating; Thinking; Communicating; Working
Operation of any major bodily function◦ Immune system◦ Cell growth◦ Digestive functions◦ Reproductive functions◦ Endocrine◦ Bowel◦ Bladder◦ Neurological◦ Brain◦ Respiratory◦ Circulatory
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BoyarMillerEMPLOYEE RELATIONS
Mitigating Measures Ignored
The Only Exception…
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BoyarMillerEMPLOYEE RELATIONS
“Regarded As” More Broadley Read
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BoyarMillerEMPLOYEE RELATIONS
EEOC Permitted to Regulate ADA and Define “Substantial Limitation
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Highlights of New Regs
Adds reaching, sitting, and interacting with others as MLA’s;
Expands major bodily functions to include hemic, lymphatic and musculoskeletal systems;
In order to be “substantially limiting” an impairment need not severely or significantly restrict performance of MLA. (Rejecting Supreme’s interpretation)
Episodic Impairments: examples given are epilepsy, cancer, depression, hypertension, asthma, bipolar disorder and PTSD.
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BoyarMillerEMPLOYEE RELATIONS
Regs Give Examples of Qualifying Disabilities
Deafness; Blindness; Intellectual disability; Partially or completely missing
limbs; Mobility impairments requiring
wheelchair; Autism; Cancer; Cerebral palsy; Schizophrenia;
Diabetes; Epilepsy; HIV/AIDS; Multiple Sclerosis; Muscular Dystrophy; Major Depression; Bipolar Disorder; PTSD; Obsessive-compulsive
disorder;
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BoyarMillerEMPLOYEE RELATIONS
Highlights of New Regs5 Rules of Construction:
◦ Focus on whether discrimination occurred—not if there is a disability (no extensive analysis);
◦ Individual whose impairment substantially limits MLA need NOT show a limitation in inability to perform “activities of central importance to daily life.” (Rejection of Toyota v. Williams);
◦ Limitation of only one MLA is enough;◦ When looking at an individual’s limitation to determine
substantial limitation, use common sense, not scientific or medical evidence;
◦ “Transitory and minor claims:” Impairments < 6 months may be substantially limiting.
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BoyarMillerEMPLOYEE RELATIONS
Application of the ADAAA by the Courts
Summary judgments going, going, gone!Changing the definition of a covered disability;There is no longer a requirement that for a finding of
liability against an employer that the employer “regarded as” disabled someone who is suffering from an impairment that substantially limits a major life activity;
Elimination of consideration of mitigating measures;Employee’s limited in the “major life activity” of
“working.”Employees with “episodic” conditions or “inactive”
conditions.
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BoyarMillerEMPLOYEE RELATIONS
What you can expect in the future
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BoyarMillerEMPLOYEE RELATIONS
What You Can Do About It
During the interactive process, remember that it is being done without regard to mitigating measures
Watch out for the “regarded as” prongReview policies and change them to
comply with the language of the ADAAAProvide TRAINING to decision makersReview and update written job descriptionsBefore pulling the trigger, call your lawyer
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BoyarMillerEMPLOYEE RELATIONS
Reasonable Accommodation
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Factors to consider for accommodation
Nature and cost;Overall financial
resources and size of company;
Impact on the business;
Would it be unduly disruptive to others
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BoyarMillerEMPLOYEE RELATIONS
What is reasonable accommodation?
Working at home;Modified work schedules;Policy modifications;Modification of supervisory methods;Job coaches;Reassignment or transfers;Extended leave of absence;Job modifications;Special equipment or assistance
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Medical Inquiries
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BoyarMillerEMPLOYEE RELATIONS
One Final Note:
EEOC issues opinion that requirement of high school diploma may violate ADAAA.
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ADAAA: CRIPPLING EMPLOYERS?
January 14, 2014
Joseph “Trey” L. WoodBoyarMiller832.615.468
BoyarMiller-Employee Relations