The Americans with Disability Act recently turned 25 years old and continues to be one of the most difficult employment laws for all to deal with. One of the main reasons for this is the language in the ADA and ADAAA (Americans with Disabilities Act Amendments Act) is not clearly defined. Nobody likes trying to follow rules when you don’t know what the rules are.
In Brady v. United Refrigeration, it certainly appeared the company was hitting all of the ADA check boxes – assume virtual everything is a “disability” as defined by the act (check), engaged in communication with employee to seek accommodation (check), individual analysis for accommodation (check), reached reasonable accommodations and made them – several of them (check).
Source: Industry News
