ADA Amendments

New regulations implementing changes to the Americans With Disabilities Act have been finalized and will take effect in May. The regulations, issued by the U. S. Equal Employment Opportunity Commission, apply the expanded coverage mandated by the ADA Amendments Act.

The U. S. Equal Employment Opportunity Commission has requested the public’s input on its regulations, including those implementing Title VII and the Americans With Disabilities Act. Specifically, it wants to know whether any regulations should be changed or repealed.

New regulations from the U. S. Department of Justice took effect March 15, creating new program and facility accessibility requirements for entities subject to Titles II and III of the Americans With Disabilities Act.

The White House’s fiscal year 2012 budget request to Congress, released Feb. 14 by the U. S. Office of Management and Budget, reflects the administration’s ongoing determination to fuel its enforcement of federal employment laws.

Expert medical testimony is not necessary to establish the extent of an impairment when the physical limitation is obvious and easily described, the 7th U. S. Circuit Court of Appeals ruled in a recent case.

In a gender discrimination case, the U. S. Supreme Court ruled that an individual who had never complained of discrimination could succeed on a retaliation claim, agreeing with the way the Equal Employment Opportunity Commission handles retaliation claims under several laws, including the Americans With Disabilities Act.

Allegations of disability discrimination increased 17 percent last year, according to new data from the U. S. Equal Employment Opportunity Commission announced in a new report.

Americans With Disabilities Act charges accounted for 25,165 — more than a quarter — of the complaints received by the agency.

The U. S. Equal Employment Opportunity Commission approved final regulations implementing changes made to the Americans With Disabilities Act. Pending White House approval, the regulations will implement changes to the law’s employment provisions made by the ADA Amendments Act.

A hospital did not violate the Americans With Disabilities Act when it fired a medical resident with Asperger’s syndrome for his poor communication skills, the 6th U. S. Circuit Court of Appeals ruled, finding that there were no accommodations that would have made him qualified for the job.

An employer may decide that an accommodation is reasonable for one position but not another, a recent opinion from the U. S. District Court for the Eastern District of Washington illustrates.

While it is well-settled that the Americans With Disabilities Act contemplates telework as an accommodation if reasonable for the position in question, McEnroe v.