adaa eeoc’s proposed rules carole f. dubritsky the university of michigan assistant director and...
TRANSCRIPT
![Page 1: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/1.jpg)
ADAAEEOC’s Proposed Rules
Carole F. Dubritsky
The University of Michigan
Assistant Director and ADA Coordinator
Office of Institutional Equity
![Page 2: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/2.jpg)
EEOC’s Proposed Regulations• Brief review of history and intent
• Key changes
• Definitions and interpretations
• What did not change
• Impact on HR Professionals
• Best Practices
![Page 3: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/3.jpg)
Intent of the ADAA• Reinstate the intent of Congress to have
the ADA construed broadly
• Address the U.S. Supreme Court’s decisions which interpreted disability too narrowly
• Correct the courts’ and EEOC’s definition of ‘substantially limits’ which established a high standard
![Page 4: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/4.jpg)
ADAA Timeline• July 2007 : ADA Restoration Act
• September 2008 President signs ADAA
• January 1, 2009: Effective date
• June 2009: EEOC proposed regs to OMB
• OMB reviews proposed regs
• September 2009: regs published in the Federal Register
• Public comment period ends November 23, 2009
• Back to EEOC for any revisions
• Final regs sent back to OMB
![Page 5: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/5.jpg)
Key Changes• Expands the definition of “major life activities”
• Revises the definition of “substantially limits”
• Determines mitigating measures shall not be considered in assessing whether a person has a disability (i.e. substantially limiting)
• Addresses impairments that are episodic or in remission
• Changes the definition of “regarded as”
![Page 6: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/6.jpg)
EEOC Key Changes
• Places examples in the regulations rather than the interpretive guidelines
• Specificity in the regulations will increase the likelihood courts will defer to EEOC interpretations
![Page 7: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/7.jpg)
U.S. Supreme Court Decisions
• ADAA rejects the court’s findings in the Sutton trilogy that mitigating measures are considered in determining disability
• ADAA rejects the court’s finding in Toyota that demands an impairment ‘severely restrict’ major life activities
![Page 8: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/8.jpg)
Definitions that did not change
• Definition of qualified
• Essential and marginal functions
• Interactive process
• Reasonable accommodation
• Undue hardship
• Direct threat
![Page 9: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/9.jpg)
Definition of Disability• A physical or mental impairment that
substantially limits one or more major life activities
• A record of such an impairment
• Being regarded as having such an impairment
![Page 10: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/10.jpg)
Definition of Disability
• ADAA names specific conditions as “covered”
• Other conditions are named by EEOC that most likely will be considered as covered
• Episodic or conditions in remission most likely will be considered as covered
• Evaluation and individual assessment should not be extensive or exhaustive
![Page 11: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/11.jpg)
Major Life Activities The former list of examples of major life activities is
retained and expanded. The focus, however, has shifted to what a person cannot do.
– Caring for oneself, seeing, hearing, eating, sleeping, walking, standing, bending, etc.
– ADAA adds, reading, communication, bending
– EEOC adds sitting, reaching, and interacting with others in proposed regulations
– Inclusion of major bodily functions
![Page 12: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/12.jpg)
Major Bodily Functions• Immune system, normal cell growth
• Digestive, bowel, bladder
• Neurological, brain
• Circulatory, respiratory, endocrine, reproductive
• EEOC adds hemic, lymphatic, musculoskeletal, special sense organs, skin, cardiovascular, genitourinary in the proposed regulations
![Page 13: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/13.jpg)
Impairments that are Episodic or in Remission
Considered disabilities if they would substantially limit a major life activity if active
• Epilepsy
• Hypertension
• Multiple sclerosis
![Page 14: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/14.jpg)
Impairments that are Episodic or in Remission
• Asthma
• Not seasonal allergies unless when active would substantially limit a major life activity
• Diabetes
• Major depression, bipolar disorder, schizophrenia
![Page 15: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/15.jpg)
“Substantially Limits” Congress disagreed with post-ADA
standards
U.S.S.C. – “severely restricts”
EEOC – “significantly restricts”
![Page 16: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/16.jpg)
“Substantially Limits”• Need not prevent or significantly or severely restrict
the individual from performing a major life activity
• Not focused on ability, but on what a person cannot perform (change from previous interpretation)
• Compare to most people in the general population
• Requires “common sense individualized assessment”, not exhaustive or extensive analysis
• Little other specificity from EEOC
![Page 17: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/17.jpg)
“Substantially Limited” in Working• Usually, but not always, a person will be
substantially limited in another major life activity
• “type of work” replaces a “class or broad range of jobs”
– i.e. commercial truck driving, food service, clerical, law enforcement
![Page 18: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/18.jpg)
Impairments that are substantially limiting
• ADAA retained blindness, deafness, missing limbs, mobility impairments requiring the use of a wheelchair, etc.
• EEOC added: – Autism, cancer, cerebral palsy, diabetes, epilepsy – HIV and AIDS – multiple sclerosis, muscular dystrophy – major depression, bipolar disorder, post-traumatic
stress disorder, schizophrenia
![Page 19: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/19.jpg)
Impairments that are most often not substantially limiting
• Temporary non-chronic impairments of short duration
• Little or no residual effects expected or anticipated
• Cold, seasonal flu, sprained joint, simple fracture, etc.
![Page 20: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/20.jpg)
“Regarded As”• Applies when an action is taken that is prohibited by the ADA
(failure to hire, promote; termination, demotion) based on individual’s impairment or perceived impairment, regardless of whether the impairment limits or was perceived to limit a major life activity
• Excludes impairments that are transitory (expected to last less than six months) and minor
![Page 21: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/21.jpg)
“Regarded As”• The applicant/employee must still be qualified
(EEOC will consider performance evaluations)
• The employment action may be allowable because of another federal law
• Direct threat still applies
• Individuals “regarded as” disabled are not entitled to reasonable accommodation
![Page 22: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/22.jpg)
“Regarded As” Clarification• Asking an employee who appears to be
having difficulty performing a job because of an impairment does not trigger the “regarded as” provision
• Asking an employee for medical information as part of the interactive process is permitted where the disability is not obvious and this request does not trigger the “regarded as” provision
![Page 23: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/23.jpg)
EEOC Rules of ConstructionRULE 1
• Focus should be whether discrimination occurred, not whether someone meets the definition of disability
• Definition of “substantially limited” should be construed broadly
• Individual assessment should not be extensive or exhaustive
![Page 24: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/24.jpg)
EEOC Rules of ConstructionRULE 2
If an impairment substantially limits a major life activity, you do not need to also demonstrate the activity is “of central importance” to daily life
![Page 25: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/25.jpg)
EEOC Rules of ConstructionRULE 3
• If an impairment substantially limits a major life activity there is no need to identify limitations with other major life activities to be substantially limiting
RULE 4• Comparison of a person’s limitations to that of most
people in general should be made using common sense analysis
![Page 26: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/26.jpg)
EEOC Rules of ConstructionRULE 5
Impairments lasting less than six (6) months may still be substantially limiting in regards to the application of the “transitory and minor” exception in the “regarded as” provision
![Page 27: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/27.jpg)
Potential Shortcomings
• Fuzzy guidance regarding “substantially limits “
• Specific impairments are ‘covered’ but employers are still directed to individually assess “substantially limits”, but not exhaustively or extensively
• Non-competitive reassignment not addressed by ADAA, EEOC, or U.S. Supreme Court (Huber v. Wal-Mart was settled January 2008 before oral arguments)
![Page 28: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/28.jpg)
Impact on HR Professionals
• “Not disabled” will be a very difficult defense
• Those who meet the definition of disability are not necessarily entitled to an accommodation
• The effect of mitigating measures cannot be considered in
evaluating whether a person has a disability
• The effect of mitigating measures can be considered in when evaluating the need for a reasonable accommodation
![Page 29: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/29.jpg)
Impact on HR ProfessionalsEEOC Regulations when finalized will be
retroactive to January 1, 2009
• Review your policies and practices, now
• Review and revise your documentation procedures if needed, now
• Provide information and overview to managers
and supervisors, now
![Page 30: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/30.jpg)
Some Best Practices• If absence or leave is an issue, always
consider the implications of FMLA first
• Engage and focus on the interactive process
• Make sure documentation is clear and complete, and follows procedures
• Have up to date job descriptions (3-5 rule)
![Page 31: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/31.jpg)
Some Best Practices
• Clearly separate issues of performance, attendance, and behavior
• Keep the process simple, be flexible whenever possible
• Consider “trial accommodations”
• Do not rely on supervisors to determine disability
![Page 32: ADAA EEOC’s Proposed Rules Carole F. Dubritsky The University of Michigan Assistant Director and ADA Coordinator Office of Institutional Equity](https://reader036.vdocuments.us/reader036/viewer/2022062421/56649dc35503460f94ab57e5/html5/thumbnails/32.jpg)
Questions and Comments