Transcript Document

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Employment Rights for Employees
and Applicants with Disabilities
Interagency Committee on
Employee with Disabilities
(ICED)
March 24, 2014
Presented by:
Rachel Weisberg
Staff Attorney – Equip for Equality
Manager – Illinois ADA Project
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Equip for Equality
Mission: Advancing the human & civil rights of people
with disabilities in Illinois
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Legal Advocacy
Training & Education
Public Policy Advocacy
Self-Determination
Latino Outreach
Traumatic Brain Injury
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Information & Referral
Abuse/Neglect Investigations
Self-Advocacy Assistance
Employment Issues
Special Education
Assistive Technology
(800) 537-2632 (V) (800) 610-2779 (TTY)
www.equipforequality.org
Illinois ADA Project
The Illinois ADA Project is funded by the Great
Lakes ADA Center
• ADA technical assistance
• Referral information
• Fact sheets & other documents
• Customized ADA trainings
(877) ADA-3601 (V) (800) 610-2779 (TTY)
www.ada-il.org
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Training Outline
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• Relevant Laws
• Who is Protected?
 Definition of Disability Under the ADA & IHRA
 Qualified
• What Does the Law Do?
 Anti-Discrimination
 Reasonable Accommodations
 Disclosure, Medical Exams and Inquiries
 Harassment, Retaliation, Confidentiality
• Practical Tips / Resources
• Questions
Employment Discrimination:
Disability Rights Laws
1973: The Rehabilitation Act (Federal Law)
Prohibits employment discrimination for qualified individuals
with disabilities who work for:
• Federal government
• Entities that receive federal funding
1979: Illinois Human Rights Act (State Law)
Prohibits employment discrimination for qualified individuals
with disabilities who work for:
• State government
• Local government
• Private businesses with 1+ employee
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Employment Discrimination:
Disability Rights Laws
1990: Americans With Disabilities Act (Federal Law)
Prohibits employment discrimination for qualified individuals
with disabilities who work for:
• State government
• Local government
• Private businesses with 15+ employees
2008: ADA Amendments Act (Federal Law)
Overturned various Supreme Court decisions that narrowly
interpreted the definition of disability under the ADA
Local Laws (example: Cook County; Chicago)
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Who is Protected?
(Disability, Qualified)
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Definition of Disability:
ADA & Rehab Act
An employee has a “disability” if he or she:
• Has a physical or mental impairment that causes a
substantial limitation of one or more major life
activities
• Has a record of such an impairment
• Is “regarded as” having an impairment
Note: Same definition of disability in the Cook County Human
Rights Ordinance
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Long-Standing Definition
When drafting the ADA, Congress used the Rehab Act’s
definition of “disability”
• Congress intended that the courts would continue the
broad, flexible interpretation of coverage
• School Bd. of Nassau Cty. v. Arline, 480 U.S. 273 (1987)
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“the definition of ‘handicapped individual’ is broad…”
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“Congress acknowledged that society’s myths and
fears about disability and disease are as
handicapping as are the physical limitations that flow
from actual impairment.”
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Court Interpretations
Narrow ADA Coverage
Unfortunately, for many years, the ADA’s goals were not
met due to restrictive court decisions:
• Sutton Trilogy:
 Ameliorative effects of mitigating measures considered
 Created a catch 22
• Toyota v. Williams:
 Established that definition of disability should be
“interpreted strictly” to create a “demanding standard.”
 Episodic conditions not covered
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Lower Court Decisions
Finding No ADA Disability
People with the following impairments have been found
not to have an ADA disability:
• Intellectual Disability
• Epilepsy
• Diabetes
• Bipolar Disorder
• Multiple Sclerosis, Cancer, Asthma, HIV
• Back Injury
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Vision in only one eye
• Post-Traumatic Stress Disorder & Depression
• Heart Disease
ADA Amendments Act
2008: Congress passed the ADA Amendments Act
The purpose of the ADA Amendments Act is to:
• Congressional intent: Focus in ADA cases is
whether entities covered by the ADA have
complied with their obligations.
• Definition of disability “shall be construed in favor of
broad coverage … to the maximum extent
permitted by the terms of this Act.”
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Expanded Definition of
Major Life Activities
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caring for oneself
walking
standing
lifting
bending
reaching
seeing
hearing
learning
concentrating
eating
communicating
speaking
thinking
sleeping
breathing
performing manual tasks
working
interacting with others
sitting
This list is not exhaustive
New Major Life Activities Category:
Major Bodily Functions
immune system
normal cell growth
digestive
bowel
bladder
reproductive functions
neurological
brain
respiratory
circulatory
endocrine
special sense organs & skin
genitourinary
cardiovascular
hemic
lymphatic
musculoskeletal
Includes the operation of an individual organ within a body
system, e.g., kidneys, liver, or pancreas.
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EEOC Regulations contain two lists:
1. Impairments that should consistently be a disability.
2. Impairments that may be disabling for some but not others.
Possible Application of Major
Bodily Functions
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immune system: HIV/AIDS, auto-immune disorders, lupus
normal cell growth: cancer
digestive: Crohn’s disease, celiac disease
bowel: ulcerative colitis
bladder: kidney disease
• reproductive functions: infertility
• neurological: multiple sclerosis, epilepsy
• brain: schizophrenia, developmental disabilities
• respiratory: asthma
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• circulatory: heart disease, high blood pressure
• endocrine: diabetes
ADAAA: Important Changes
Conditions that are episodic or in remission: An
impairment that is episodic or in remission is a disability if
it substantially limits a major life activity when active
• Examples: Epilepsy, Bipolar disorder, PTSD
Mitigating measures: Ameliorative effectives of
mitigating measures must be disregarded
• Examples: Medication, Coping Strategies, Behavioral
Therapy, Hearing Aids
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You Be The Judge: ADAAA
Maria has epilepsy. Her seizures are mostly
controlled by medication, and she has not had a
seizure in over two years. Is she a person with a
disability under the ADA?
• Before the ADA Amendments Act?
• After the ADA Amendments Act?
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Definition of Disability:
Illinois Human Rights Act
• A determinable physical or mental characteristic of a
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person (including a determinable physical
characteristic which necessitates the person's use of a
guide, hearing or support dog)…
The history of such characteristic…
The perception of such characteristic by the person
complained against…
… which may result from disease, injury, congenital
condition of birth or functional disorder
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Note: Similar definition of disability in the Chicago Human Rights Ordinance
You Be The Judge
• Bill uses a wheelchair. He applied to be a French
language translator, but he does not speak French. He
is not selected – is this discrimination?
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Qualified
No – Individual must be also be qualified
An employee is "qualified" for a position if s/he:
(1) satisfies the requisite skill, experience,
education, and other job-related requirements of the
position, and
(2) can perform the essential functions of the
position, with or without reasonable accommodation.
42 U.S.C. § 12111(8); 29 C.F.R. § 1630.2(m)
29 C.F.R. pt. 1630 app. § 1630.2(o)
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Essential Job Functions
Factors to consider when determining whether a job
function is essential:
• The employer’s judgment
• Job descriptions
• The amount of time spent performing the function
• The consequences of not requiring the person to
perform the function
• The terms of a collective bargaining agreement
• The work experience of others who have had, or
currently hold, the same or similar positions
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What Does the Law Do?
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Workplace Protections
Discrimination is prohibited in any facet of employment,
including:
• Job application procedures
• Hiring / Firing
• Benefits and Compensation
• Advancement
• Training
• Any terms, conditions, or privileges of employment
• Refusing to provide reasonable accommodations
• Certain medical exams and inquiries
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Workplace Protections
Q. Does an employer have to give
preference to a qualified applicant with a
disability over other applicants?
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Workplace Protections:
Limitations
Answer
ADA: No. An employer is free to select the most
qualified applicant available and to make decisions
based on reasons unrelated to the existence or
consequence of a disability.
http://www.eeoc.gov/facts/adaqa1.html
IHRA: It depends who the employer is. The IHRA
requires affirmative action for people with disabilities in
state government (but not for private employers).
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Workplace Protections:
Limitations
Q. Does having a disability protect an
individual from being fired or laid off?
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Workplace Protections:
Limitations
Answer
ADA: No. The ADA protects you from being
discriminated against because of your disability. It is
not a violation for your employer to fire, demote, not
promote, reduce hours, or change any other condition
of your employment for some other reason unrelated to
your disability.
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IHRA: The IHRA requires state agencies (not private
businesses) to examine the effect of a layoff on
employees with disabilities.
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Reasonable Accommodations
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Reasonable Accommodation
Discrimination under the ADA may include:
• Not providing a reasonable accommodation for known
limitations caused by a disability
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What is a Reasonable Accommodation?
Modifications or adjustments to the work environment, or …
to the manner or circumstances under which the position is
customarily performed …
that enable a qualified individual with a disability to perform
the essential functions of that position … or …
enjoy equal benefits and privileges of employment.
29 C.F.R. § 1630.2(o)(1)
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Most Common ADA
Issues (2008-2010)
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Source: Calculations by S. von Schrader, Cornell University, Employment and Disability Institute, using the EEOC
IMS files, 2008-2010. Development of this table was supported by Employer Practices Related to Employment
Outcomes Among Individuals with Disabilities (H133B100017) funded by the U.S. Department of Education
National Institute on Disability and Rehabilitation Research to Cornell University.
Three Categories of
Accommodations
• Application Process
• Performance of the essential functions of
the position
• Enjoyment of equal benefits and privileges
of employment
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Examples of Accommodations for
Job Applications / Interviews
• Conducting the interview in a physically
accessible location
• Sign language interpreter for interview
• Modifying tests, training materials, testing time,
and/or policy manuals
• Replacing a written test with a more extensive
interview
• Allowing a support person during the interview
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Examples of Employment
Accommodations
• Providing tasks orally instead of in writing
• Providing tasks in writing instead of orally
• Making the workplace accessible to and usable by an
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employee with a disability
Restructuring a job (eliminating “marginal tasks”)
Allowing break periods
Modifying work schedule
Scent-free or restrictive scent policies
Unpaid Leave
Modifying equipment
Examples of Employment
Accommodations
• Providing qualified readers to accommodate individuals
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who are blind
• Providing sign language interpreters to accommodate
individuals who are deaf
• Reassignment to a vacant position (ADA)
• Providing periods of leave for treatment or recovery
• Allowing a job coach
• Allowing service animal
• Telework
Other Ideas?
Examples of Accommodations for
Benefits/Privileges of Employment
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Holding office parties at in an accessible location
Accessible cafeterias or employee lounges
Accessible parking
Sign language interpreter for job training
Not Required to Provide An
Accommodation That…
• Causes an undue hardship to the employer
• Results in a direct threat to the health or safety of the
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employee or others
Is unreasonable
 Requires reallocation of essential job functions
 Will not enable to the employee to be qualified
 Lowers production standards applied to all employees
 Provides personal use items
 Changes an employee’s supervisor
 Excuses violation of uniformly applied conduct rules
Undue Hardship (ADA)
• Definition: Action requiring significant difficulty or expense.
• (Some) factors to consider when determining whether an
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accommodation would pose an undue hardship:
 nature and cost of the accommodation needed
 overall financial resources of the facility making the
reasonable accommodation (number employees; impact
on facility)
 overall financial resources, size, number of employees,
and type and location of facilities of the employer (if the
facility involved in the reasonable accommodation is part
of a larger entity)
 impact on operations on the facility
Accommodation Basics
• Must be an effective accommodation (not best)
• Personal devices are not required
• Individuals covered solely under the “regarded as”
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prong are not entitled to accommodations
Individuals covered by association are not entitled
to accommodations
Employers are not prevented from providing extra
accommodations
Employee request triggers “interactive process”
You Be The Judge
• Bill does not have a disability but has a child
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with bipolar disorder.
He asks for a reasonable accommodation –
modified work schedule so he can take child to
therapy appointments.
His employer says no.
ADA Violation?
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Interactive Process
Step 1: Employee Request
• Requests do not need to be in writing
 Best practice: Put it in writing
• There is no specific language that must be used
 Best practice: Use ADA and reasonable
accommodation
 Best practice: Use employer-created forms
 State employees: Most state agencies have their
own forms (ask supervisor, agency EEO/AA
Officer, ADA coordinator)
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Interactive Process
Step 1: Employee Request
• Another person may request an
accommodation on the employee’s behalf
• Request should describe:
 Nature of the disability/resulting limitation
 Need for an accommodation
 Requested accommodation, if known
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Step 2: Interactive Process
• Considerations during discussions with employer:
Is the requested accommodation reasonable and effective?
 Do other possible accommodations need to be examined?
 Employers must provide an effective accommodation, not
necessarily the requested one.
 Employee’s preference gets “primary consideration.”
• Consult with:
 Supervisor and possibly HR
 Doctors
 VR agency
 Computer experts
 Resources – Job Accommodation Network
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Reasonable Accommodation
Step 2: Initiate Interactive Process
• Employers may request limited medical info regarding:
The nature, severity, and duration of the impairment.
 The activity or activities that the impairment limits.
 The extent of the limitations of the impairment.
 How the impairment(s) relate to the accommodation.
• Employers are not entitled to release of entire medical
record
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29 C.F.R. § 1630.2(o)(3); EEOC Enforcement Guidance on
Reasonable Accommodation, and Undue Hardship.
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Reasonable Accommodation
Step 3: Implement Accommodation
• If an effective reasonable accommodation is agreed
upon, it should be implemented and there should be
follow-up to ensure its effectiveness.
• The duty to accommodate is ongoing. The interactive
process and the duty to accommodate can continue
beyond the initial accommodation. The employer may
need to modify the current accommodation or provide a
new accommodation.
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Reassignment as an
Accommodation
• ADA: Reassignment to a vacant position for which the
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employee is qualified may be an appropriate
accommodation
Reassignment is generally not reasonable where it is
sought to obtain a new supervisor or to escape certain
co-workers
Need not be a promotion
Does not require bumping if there is a bona fide union
or other seniority system
Reassignment (ADA):
Recent Case Law
EEOC v. United Airlines
693 F.3d 760 (7th Cir. 2012)
• Background: United had a policy that employees with disabilities
who could no longer do the essential function of their current jobs,
could compete for open positions as a reasonable accommodation,
but were not entitled to the position.
• 7th Circuit 3 Judge Panel: Under existing precedent,
reassignment to a vacant position was not required.
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• Full 7th Circuit: In light of the Supreme Court’s decision in Barnett
v. U.S. Airways, the ADA mandates that an employer appoint
employees with disabilities to vacant positions for which they are
qualified, provided that such accommodations would be ordinarily
reasonable and would not present an undue hardship.
Reassignment as an
Accommodation (IHRA)
IHRA: The IHRA has been interpreted to not require
reassignment to another job as a reasonable
accommodation. Caterpillar, Inc. v. Human Rights Comm'n,
154 Ill. App. 3d 424, 506 N.E.2d 1029 (1987)
But see Alternative Employment Program for State
Employees
• Allows people with disabilities to be considered/hired in
alternate programs when their disabilities prevent them
from performing their current positions
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Leave as an
Accommodation
• Courts have approved various lengths of leave
• Indefinite leave is usually not a required
accommodation
• Tip for employees: Better to provide a return to
work date, although absolute certainty is not required
• Compare FMLA – 12 weeks of unpaid leave for
serious medical condition
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Leave as an
Accommodation: Case Law
Crabb v. SIU Sch. of Med.
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2010 WL 1790362 (C.D. Ill. Apr. 29, 2010)
Employee received intermittent FMLA to treat anxiety and
depression
Employee hospitalized after exhausting FMLA leave
Employee did not return to work and requested leave
Court: Employee is “not entitled to receive unlimited time off in her
sole discretion.”
Employers generally permitted to treat regular attendance as an
essential job function
Employers not required to permit indefinite leave as a reasonable
accommodation
Leave as an
Accommodation: Case Law
Shelton v. Bridgestone Metalpha, USA, Inc.
2012 WL 1609670 (M.D. Tenn. May 8, 2012)
• Plaintiff requested an extension of FMLA (two weeks to
six months)
• Medical leave of absence is a reasonable
accommodation if the plaintiff can prove leave is not
indefinite or a significant extension to an already
generously granted leave.
• Court: Employer failed to show that this request for leave
was unreasonable
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Job Accommodation
Network (JAN)
• Fact sheets / accommodation ideas for almost
every impairment and disability:
http://askjan.org/media/atoz.htm
• Technical assistance:
http://askjan.org/JANonDemand.htm
• JAN’s Employers’ Practical Guide to Reasonable
Accommodations: http://askjan.org/Erguide/
• JAN’s Sample Reasonable Accommodation Form
http://askjan.org/media/accommrequestltr.html
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Disclosure, Medical
Examinations and Inquiries
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Disclosing a Disability
Question:
Am I required to disclose my disability?
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Disclosing a Disability
Answer:
No – you are not required to disclose
your disability unless you decide to
request a reasonable accommodation.
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Disclosing a Disability
Question:
Should you disclose your disability?
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Disclosing a Disability
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A. It depends on personal situation – Reasons you may
want to disclose:
• You are applying for a position with a government that
has an affirmative action program for people with
disabilities
• You are applying for or working for a known disabilityfriendly employer
• Your disability makes you more qualified for your job
• You are requesting a reasonable accommodation
Note about voluntary disclosure requests for affirmative
action purposes (state government employees; Rehab Act)
Resources about
Disclosure
• JAN fact sheet:
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askjan.org/media/disclosurefact.doc
• Illinois ADA Project fact sheet:
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www.adail.org/resources/disabilitydisclosureFAQ.doc
Three Stages of Employment:
Three Different Rules
1. Pre-Employment: Application and Interview
2. After a Conditional Job Offer Has Been Extended
3. Current Employees
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Stage 1: Pre-Employment –
Application and Interview
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• Employers cannot:
 Request any disability-related information
 Give any medical examinations
 Ask questions that may elicit disability-related
information is prohibited (ex: “Have you had to take a
lot of sick time at a former job?”)
• Employers can:
 Ask about ability to perform specific job functions
 Ask applicant to describe/demonstrate how he or she
would perform specific functions
Stage 2: After Receiving
Conditional Job Offer
• Employers can:
Ask disability-related questions and require a
medical exam IF this is done uniformly for all
applicants
• Employers cannot:
 Withdraw a job offer unless the disability prevents
performing the essential job functions and a
reasonable accommodation cannot be provided
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Stage 3: Current Employees
• Employers can:
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Seek disability-related information when it is jobrelated and consistent with business necessity
In other words, when there is a reasonable
basis to believe that the employee:
• Is unqualified to do the job
• Needs a reasonable accommodation
• Poses a direct threat to the health or safety of
the employee or others
Direct Threat
• Direct threat: A significant risk of substantial harm to
the health or safety of the individual or others that
cannot be eliminated or reduced by reasonable
accommodation.
• Requires an “individualized assessment…”
• Must be based on a reasonable medical judgment that
relies on the most current medical knowledge and/or on
the best available objective evidence.
• Examples of direct threat?
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29 C.F.R. §1630.2(r)
Are Drug Tests Medical Exams?
• General Rule: Drug tests are not medical
examinations.
• But employers cannot use “qualification standards,
employment tests or other selection criteria that
screen out or tend to screen out an individual with a
disability…, unless the… criteria… is shown to be jobrelated for the position in question and is consistent
with business necessity.” 42 U.S.C. § 12112(b)(6)
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Drug Testing Cases
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Connolly v. First Personal Bank
623 F.Supp.2d 928 (N.D. Ill. 2008)
Applicant took a legally prescribed controlled substance
(phenobarbitol) for a back condition
After a drug test, bank rescinded its offer
Court: Denied bank’s motion for summary judgment
Although pre-employment drug tests for illegal drugs do
not violate the ADA, when tests cover legally prescribed
drugs and are used to make employment decisions
beyond the prohibition of illicit drug use, then the use of
those tests can violate the ADA.
Not meant to be a “free peek” into medical history
Additional Resources on
Medical Exams
• Disability-Related Inquiries and Medical Examinations of
Employees Under the ADA
 http://www.eeoc.gov/policy/docs/guidance-inquiries.html
• Reasonable Accommodation and Undue Hardship Under
the ADA
 http://www.eeoc.gov/policy/docs/accommodation.html
• Enforcement Guidance: Preemployment Disability- Related
Questions and Medical Examinations
 http://www.eeoc.gov/policy/docs/preemp.html
• Job Applicants and the ADA
 http://www.eeoc.gov/facts/jobapplicant.html
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Disability Harassment,
Retaliation and
Confidentiality
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ADA Claim: Disability Harassment
To succeed in ADA harassment case, must prove that:
1. Plaintiff is a qualified individual with a disability
2. Plaintiff was subjected to unwelcome harassment
3. The harassment was based on plaintiff’s disability
4. The harassment was sufficiently severe or pervasive to
alter a term, condition, or privilege of employment
5. Some factual basis exists to impute liability for the
harassment to the employer (i.e. the employer knew or should
have known of the harassment and failed to take prompt,
remedial action)
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Note: Element #4 is usually the hardest one to prove
Recent Case:
Schwarzkopf v. Brunswick
Schwarzkopf v. Brunswick Corp.
833 F.Supp.2d 1106 (D. Minn. 2011)
• Fitness equipment fabricator with depression and an anxiety disorder
worked for the defendant company for three years
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Before disclosing his disability he got along well with the other employees
• After disclosing his disability, his supervisor started calling him
“stupid,” “idiot,” “mental case,” “dumb,” and “incompetent” on a daily
basis
• His supervisor called people receiving Social Security disability
benefits, “worthless pieces of shit”
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Told plaintiff several times that he wanted to put a shock collar on him
because he was so forgetful
Recent Case:
Schwarzkopf v. Brunswick
• During a shouting match, the supervisor made a slashing motion
across his neck
• Plaintiff had to take medical leave to recover from the anxiety caused
by the workplace conduct and was eventually told that he “voluntarily
resigned” his position
• He claimed harassment, retaliation, and constructive discharge
• Court: Denied summary judgment to defendant on plaintiff’s
disability harassment claim
• The comments were routinely made by supervisors and there was a
clear connection between the adverse conduct and his increased
anxiety and depression
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Retaliation
• Retaliation occurs when an employer,
employment agency, or labor organization takes
an adverse action against a covered
individual because he or she engaged in
a protected activity.
 Adverse Action
 Covered Individual
 Protected Activity
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Confidentiality
• All information about disability and
accommodations must be kept confidential
• Information can be available to supervisory
staff but only on a “Need to Know Basis”
• Keep separate medical and personnel files
• Beware of office gossip
• What should employers tell co-workers?
• Exception for “voluntary” medical information
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Practical Tips
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Tips for Employees with Disabilities and
Their Advocates
• Be ready to explain gaps in employment.
• If asked improper questions during an interview, simply
say: “I’d like to focus on why I am qualified for the job.”
• Consider whether to disclose your disability – remember
you are not required to disclose unless you are requesting
a reasonable accommodation.
• Balance confidentiality concerns with the need for an
accommodation.
• Duty to interact applies to both employers & employees.
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• Ensure that any medical release is limited to need for
accommodation.
Tips for Employees with Disabilities and
Their Advocates
• When requesting a reasonable accommodation, identify
your impairment, limitations, requested accommodations.
• Submit accommodation requests in writing. Document all
interactions regarding accommodation request.
• Be far-reaching in exploring reasonable accommodation.
For example, if you think unpaid leave would cause an
undue hardship for your employer, examine part-time work
or working from home.
• If you feel that discrimination has occurred, seek a copy of
your personnel file and contact an appropriate agency.
• Feel free to add information to your personnel file
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Filing Charges of
Discrimination
Unlike other lawsuits, you cannot go directly to court to challenge
employment discrimination
• Must “exhaust” administrative remedies
 Equal Employment Opportunity Commission
Must file within 300 days of discriminatory action
 Illinois Department of Human Rights
Must file within 180 days of discriminatory action
• Do not need a lawyer
• Sometimes offered mediation
• Investigation  Finding  Notice of Right to Sue
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Resources
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EEOC Fact Sheets
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EEOC’s Questions and Answers Series
Specific ideas for employees with specific disabilities.
Available here: www.eeoc.gov/laws/types/disability.cfm
• Deafness and Hearing Impairments in the Workplace and the Americans
with Disabilities Act
• Blindness and Vision Impairments in the Workplace and the ADA
• The Americans with Disabilities Act's Association Provision
• Diabetes in the Workplace and the ADA
• Epilepsy in the Workplace and the ADA
• Persons with Intellectual Disabilities in the Workplace and the ADA
• Cancer in the Workplace and the ADA
• Reasonable Accommodation & Undue Hardship Under the ADA:
www.eeoc.gov/policy/docs/accommodation.html
Resources
• Great Lakes ADA Center - www.adagreatlakes.org; 800/949
– 4232(V/TTY)
• Job Accommodation Network - http://askjan.org/
• Department of Justice – www.ada.gov
• Equal Employment Opportunity Commission www.eeoc.gov
• Equip For Equality - www.equipforequality.org; 800/5372632 (V); 800/610-2779 (TTY)
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• Illinois ADA Project - www.ada-il.org; 877/ADA-3601 (V);
800/610-2779 (TTY)
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Employment Rights for Employees
and Applicants with Disabilities
QUESTIONS??
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