ADAAA

AcronymDefinition
ADAAAAmericans with Disabilities Act Amendments Act of 2008
References in periodicals archive ?
As stated in the ADA and the ADAAA, the intended purpose of service dog partnerships is to provide necessary support for people with significant disabilities.
As a result, complex considerations including those involving compliance with ADAAA, the Family Medical Leave Act (FMLA), EEOC requirements and varying state regulations raise a number of issues that call for a proactive process and consistent approach to stay-at-work and return-to-work programs.
Although the ADAAA is already in effect and applies to entities covered under Title II and III of the ADA, the departments changes to its Title II and III regulations will help clarify the interpretation and application of the ADAAA.
At this point, you've done a great primary assessment and abided by the spirit and letter of the ADAAA.
Although the ADAAA was enacted in 2008, it does not appear that any court has permitted a PDA plaintiff to use an ADA-covered colleague as a comparator to date.
237) But as of the date of this Note's publication, the results of the ADAAA have not proven the legislation to be an effective solution to the ADA's problems, and some scholars doubt that the ADAAA will have any effect on court decisions.
156) However, as of February 2014, no case has used the ADAAA to recognize pregnancy as a disability, at least not without evidence of an aggravating health condition.
199) The ADAAA also modified other aspects of the standard to enlarge the class of individuals covered.
From OSHA to ADAAA and from FMLA to Medicare, employers need to ensure that their exposure to these fines and penalties is mitigated.
The ADAAA also provides directions for determining whether the individual meets the definition of having a disability; some of which also involve the definition of' major lire activities and major body functions, such as walking, speaking, breathing and eating.
The ADAAA could have changed things for people with GID, but it did not do so.
In September 2011, the Equal Employment Opportunity Commission (EEOC)--the commission responsible for administering the ADA--notably brought suit against an employer for allegedly terminating a morbidly obese employee because of his obesity, claiming that morbid obesity constitutes a "disability" within the meaning of the ADAAA.