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School of Human Resources and Labor Relations
5 Myths of the Americans with Disabilities Act (ADA)
Stacy Hickox
Michigan State University
517-432-7402
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“I want future generations to know that we are a people who see our differences as a great gift, that we are a people who value the dignity and worth of every citizen – man and woman, young and old, black and white, Latino and Asian, immigrant and Native American, gay and straight, Americans with mental illness or physical disability.”
- President Barack Obama, Jan. 20, 2015
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5 Myths of the ADA
Myth #1
The ADA is frequently misused by people with vague complaints or diagnoses.
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ADA Protection of Applicant or
Employee
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Life Activity must be“Substantially Limited”
• “Considerable” limitation
• Compare to average person in the general population
• Specific factors – Nature & severity of impairment
– Duration or expected duration of impairment
– Permanent or long term impact of or resulting from impairment
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CASE Example: Limitations on Definition of Disability
• Employee with heart condition, pacemaker provided handyman services to employer
– performed all physical duties zealously & with no apparent restrictions
– Took leave after medical procedure
– Certified to return to work at time of discharge
Not a person with a disability
- Transitory limitation only
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Myth 2The ADA forces employers to hire
unqualified individuals with disabilities.
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Use Interview Process to Verify Qualifications
• Can you perform [these duties] with or without accommodation?
• If applicant says “yes”
– Applicant can still ask for accommodation later
– Employer can still send for medical exam
– If need is obvious or applicant discloses
=> employer can ask more specific questions about need & how she would perform requisite duties
• If applicant says “yes, I need accommodation…”
– Employer can ask for medical documentation
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General Qualifications to Require forANY Employee
General duties that can be deemed essential:
1) Ability to perform essential job duties
1) Regular attendance
2) No current illegal drug use
3) No direct threat to employee or others
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Myth #3Under the ADA, an employer cannot fire
an employee who has a disability.
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You can discharge an employee with a disability for …
• Attendance
• Poor performance
• Posing a direct threat
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Case Example: Attendance
• Employee suffering from depression, anxiety, post-traumatic stress disorder
• 3 unexcused absences => placed on performance improvement plan
– No unexcused absences for next 6 mo’s
• Employee hospitalized for several days after suicide attempt, unable to work since then
Discharged after use of FMLA leave
Employee is not a “qualified individual”=> discrimination claim dismissed
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Myth #4
• Under the ADA, employers must give people with disabilities special privileges, known as accommodations.
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Accommodation Process
• Interaction required …
– once employer knows of need for accommodation
• Employee request
• Need is obvious
• Obligation to inquire once impairment becomes known
• Documentation of Need
– Reasonable documentation of individual's entitlement to reasonable accommodation
– Confidentiality considerations
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What can be reasonable?
• Access to application process
• Assistive technology or equipment, job coach, service animals
• Job Restructuring
– Nonessential job duties
• Time Off/Leave
• Flexible Schedule/Telework
– https://www.dol.gov/odep/WorkplaceFlexibility/
• Return to Work programs
– https://www.dol.gov/odep/return-to-work/
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• Assistant Manager of Pizza Hut unable to work more than 40 hours/week after car accident.
• Managers generally work 50-55 hours per week.
• Manager responsible for supervising other staff while restaurant is open, open & closing restaurant (11 am to 10 pm)
• Managers also help hostess & servers as needed
• Can she be accommodated?
Reasonable Accommodation Hypothetical
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Myth #5
The ADA places a financial burden on small businesses that cannot afford to make accommodations for individuals with disabilities.
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Undue Hardship Defense
Undue
HardshipConsider
Facility
Overall
BusinessType of
Operation
Nature and Cost
of
Accommodation
•Resources of
•Number of People in
•Impact on
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Costs can be considered, BUT• Relative to employer’s resources & benefit
to person with disability
• Costs are limited
– approximately 56% of accommodations have no associated costs
– approximately 37% of accommodations have onetime cost of $500 or less
– only 4% of accommodations result in ongoing expenses on an annual basis
• Tax benefits– https://www.irs.gov/businesses/small-businesses-self-employed/tax-
benefits-for-businesses-who-have-employees-with-disabilities
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CASE Example on Undue Hardship
• Employee sought reinstatement after 13 weeks of leave
Holding
• Reinstatement would have been undue hardship
– Employer facing financial crisis that would have required layoffs
– Other employees deemed more essential to company
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• Assistant Manager of Pizza Hut unable to work more than 40 hours/week after car accident.
• Even if accommodation of working no more than 40 hours is reasonable, could Pizza Hut show an undue hardship?– Managers generally work 50-55 hours per week.
– Manager responsible for supervising other staff while restaurant is open, open & closing restaurant (11 am to 10 pm)
– Managers also help hostess & servers as needed
Accommodation Hypothetical