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Chapter 151B, however, covers some private employers and certain medical conditions not covered by the ADA. Both laws cover infection with HIV, even if one has no visible symptoms, and AIDS.A Qualified individual with disability refers to those individuals with a disability who: (1) satisfy the general skill, experience, education and other job-related requirements, and (2) can perform the essential functions of the job, with or without reasonable accommodation.Or maybe the employee needs accommodation in the form of adaptive technology (e.g., better lighting or an ergonomic chair).Some employees may simply want peer support—someone else in the organization they can go to, to talk.To Top "Reasonable accommodation" refers to an employment-related modification that an employer must make in order to ensure equal opportunity for an individual with a disability to (1) apply for and test for a job, (2) perform essential job functions, and (3) receive the same benefits and privileges as other employees.The employer is only required to provide a reasonable accommodation to known disabilities (i.e.

The Americans with Disabilities Act (ADA) provides broad nondiscrimination protection in employment, public services, and public accommodations (including many areas of colleges and universities), for individuals with disabilities. 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. How will the disability definition be interpreted under the law? While the discussion below will focus on the ADA Amendments Act, you should check the law in your state and/or consult with a local attorney to see whether your state law provides additional protection.And, employees can still face stigma and discrimination once they’re in the workplace.“[Interestingly], none of these has anything to do with the illness itself,” said Melissa Popiel, co-ordinator of HIV and episodic disability initiatives, with CWGHR, “it’s dealing with the social impact that the person is facing.” An episodic illness can vary over time, said Popiel, so employers need a long-term perspective in terms of the changes an employee may go through and need to develop an accommodation plan, including processes to complete work during illness absences.

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