More than two years after the ADA Amendments Act (ADAAA) went into effect, the Equal Employment Opportunity Agency (EEOC) is finally issuing regulations interpreting the law’s requirements. The regulations provide crucial information for employers who, for the past two years, have struggled to comply with the ADAAA with no regulatory guidance on what was required of them.
The final regulations are expected to be released in the Federal Register on Friday, but we have secured an advanced copy. As soon as we finish examining what they mean for employers, we will send and post a second alert with more details.
In particular, we’ll look closely at how substantially the regulations differ, if at all, from the proposed regulations issued by the EEOC in September 2009. The most controversial aspect of those proposed regulations was the EEOC’s decision to list a number of impairments that would automatically be considered disabilities under the ADA. It will be particularly interesting to see whether the final regulations retreat from that approach or retain it despite the heated objections of many employers and employers’ organizations.
Keep an eye out for additional discussions of the regulations and what they mean for you and your organization in future alerts and upcoming issues of your newsletter.
Listen in and learn how the new final regs will affect employers during the 90-minute session, “Sweeping New ADA Regulations in Place: What Employers MUST Do to Comply,” with attorneys Jonathan Mook of DiMuroGinsberg and Burton Fishman of Fortney Scott.
Find out the latest on new final ADA regulations and comprehensive information on what employers need to do to adapt their policies and procedures to prevent and deal with disability discrimination at the Employers’ ADA Compliance Virtual Summit, March 31, 2011, featuring attorneys Jonathan Mook of DiMuroGinsberg and Audra Hamilton of Glass Wilkin and co-author of the ADA Compliance Manual.