Quality Mall Product: Accommodation and Compliance Series: The ADA Amendments Act of 2008
Quality Mall Home Page

Product Links

Email this Product E-mail this product

Printable Copy Printable Copy

Sign up for Product Alerts Sign up for new product alerts

Located in This product is located in:

  >>Store(s):
  Access Unlimited!, Systems Change Shop

  >>Department(s):
  Americans with Disabilities Act Information
Search
Advanced Search
Know something that belongs in the Mall? Nominate it
Product Information Accommodation and Compliance Series: The ADA Amendments Act of 2008

Highlights   Full Description   How to Obtain/Whom to Call   Web Links  
 Full Description: 
This document explains changes made in 2008 to the American’s with Disabilities Act (ADA) and how they will affect both people with disabilities and employers. The changes mostly concern who is considered to have a disability, and how accommodations can be considered “reasonable.” Click on the "Web Links" tab above to either view the entire booklet online (HTML), or download a copy as a PDF. Below is additional information about how this document explains these areas.

DEFINITION OF DISABILITY

The amendments broaden the definition of disability to clearly include all people with conditions that make it difficult to do their jobs without accommodations. From the document:

“So, in the Amendments Act Congress fixed the definition of disability to cover more people and as a result, prevent more discrimination. That means that once the Act went into effect, the question of who has a disability is no longer the main focus; instead, the focus is on whether discrimination occurred.”

The document discusses the areas below:

1.New Definition. Basic Three-Part Definition Will Stay the Same
2.Substantially Limits. Will Not Be As High a Standard
3.Mitigating Measures. Will Not Be Considered.
4.Major Life Activities. Will Be Expanded to Include Bodily Functions
5.Episodic or in Remission. Limitations Will Be Considered As if Active
6.Regarded As. Will Be Very Broad, With No Substantially Limits Requirement

REASONABLE ACCOMMODATION

According to the amendments , once an employee has established that s/he has a disability that person is required to receive ANY accommodations necessary to do the job. The purpose is to clarify that a disability label should not define the types of accommodations provided. The amendments also make clear that the employer is entitled some say in deciding what types of accommodations will be provided.

This document provides “practical tips” in the following areas:

1.Review job descriptions, qualification standards, and accommodation procedures.
2.Focus on performance and conduct.
3.Train frontline supervisors and managers.
4.Document actions and decisions

Is the information for this product outdated or incorrect? Please notify us
 
 
 

This web site is maintained by the Research and Training Center on Community Living with support from the National Association of State Directors of Developmental Disabilities Services, the Human Services Research Institute and the Administration on Intellectual and Developmental Disabilities. E-mail weste050@umn.edu.
©2008 by the Regents of the University of Minnesota.
The University of Minnesota is an equal opportunity educator and employer.

Online Privacy Policy