Source: EEOC, September 1999
INSTRUCTIONS FOR FIELD OFFICES:
ANALYZING ADA CHARGES AFTER SUPREME COURT DECISIONS
ADDRESSING "DISABILITY" AND "QUALIFIED"
- Background
- Part One: The three definitions of "disability" as they apply to CPs who use mitigating
measures. (Pages 2-16) It also highlights certain issues relating to any "regarded as" case. (Pages 12-16)
- Part Two: Special issues that may arise when a Respondent claims to rely on federal safety
standards in determining that a CP is not "qualified" because of a disability. (Pages 16-17)
- Part Three: The relationship between application for, or receipt of, disability benefits and a
determination of whether a CP is "qualified." (Pages 17-19) (A summary of the decisions in Albertsons and Cleveland is found
on pages 16 and 17, respectively.)
Background
The Supreme Court over the past two terms has issued several ADA decisions involving the
determination of:
- whether a person has a "disability" as defined by the ADA. (See Bragdon v. Abbott,
524 U.S. 624 (1998); Sutton v. United Airlines, Inc., 527 U.S. ___, 67 U.S.L.W. 4537
(June 22, 1999); Murphy v. United Parcel Service, Inc., 527 U.S. ___ (1999); and
Albertsons, Inc. v. Kirkingburg, 527 U.S. ___ (1999)); and
- whether a person with a disability is "qualified." (See Cleveland v. Policy Management
Systems Corp., 119 S. Ct. 1597 (1999); and Albertsons, Inc. v. Kirkingburg, 527 U.S. ___
(1999)).
Since these cases involve fundamental issues that are addressed in many ADA charges, the Office
of Legal Counsel has prepared these instructions for the field to aid in gathering and analyzing
evidence.
Last year, the Supreme Court broadly interpreted the terms "impairment," "major life activity,"
and "substantial limitation" in Bragdon, holding that a woman with asymptomatic HIV infection
had an ADA "disability." Consistent with the Court's approach, the EEOC will continue to give a
broad interpretation to these terms.
This year, the Supreme Court held in Sutton and Murphy that the determination of whether a
person has an ADA "disability" must take into consideration whether the person is
substantially limited in a major life activity when using a mitigating measure, such as
medication, a prosthesis, or a hearing aid. A person who experiences no substantial limitation in
any major life activity when using a mitigating measure does not meet the ADA's first definition
of "disability" (a physical or mental impairment that substantially limits a major life activity). In
Albertsons, the Court extended this analysis to individuals who specifically develop compensating
behaviors to mitigate the effects of an impairment. In so ruling, the Supreme Court rejected the
Commission's position that the beneficial effects of mitigating measures should not be considered
when determining whether a person meets the first definition of "disability."
In all of these cases, the Supreme Court emphasized that, consistent with EEOC's position, the
determination of whether a person has a "disability" must be made on a case-by-case basis. The
Court stated that it could not be assumed that everyone with a particular type of impairment who
uses a particular mitigating measure automatically was included -- or excluded -- from the ADA's
definition of "disability." Nor does the definition of "disability" depend on general information
about the limitations of an impairment. Rather, one must assess the specific limitations, or lack of
limitations, experienced by a Charging Party (CP) who uses a mitigating measure or compensating
behavior to lessen or eliminate the limitations caused by an impairment.
The Court also emphasized that the disability determination must be based on a person's actual
condition at the time of the alleged discrimination. Therefore, if a CP did not use a
mitigating measure at that time, an Investigator must determine whether s/he was substantially
limited in a major life activity based solely on his/her actual condition. For the purpose of
determining whether a CP meets the definition of "disability," speculation regarding whether the
person would have been substantially limited if s/he used a mitigating measure is irrelevant.
The instructions below, consistent with these Supreme Court decisions, modify previous field
instructions and emphasize the individualized analysis that must be used in determining whether a
particular CP has an ADA "disability."
- Part One addresses each of the three definitions of "disability" as they apply to CPs
who use mitigating measures. (Pages 2-16) It also highlights certain issues
relating to any "regarded as" case. (Pages 12-16)
- Part Two addresses special issues that may arise when a Respondent claims to rely
on federal safety standards in determining that a CP is not "qualified" because of a
disability. (Pages 16-17)
- Part Three discusses the relationship between application for, or receipt of,
disability benefits and a determination of whether a CP is "qualified." (Pages 17-19) (A summary of the decisions in Albertsons and Cleveland is found on pages 16
and 17, respectively.)
If an Investigator is uncertain whether a CP who uses a mitigating measure is
substantially limited in a major life activity, s/he should contact the OLC ADA Division
attorney assigned to the field office.
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PART ONE: THE THREE DEFINITIONS OF "DISABILITY"
First Definition of "Disability": CP Has a Substantially Limiting Impairment.
All of the questions below seek information about a CP's condition at the time of the
alleged discrimination.
In determining whether a CP, or a potential CP, has a physical or mental impairment that
substantially limits a major life activity, an Investigator must do the following:
I. Identify the CP's physical or mental impairment(s).
II. Ask whether the CP uses a mitigating measure to control or eliminate symptoms or
limitations of the impairment.
A. Ask the CP to identify the precise mitigating measure used (e.g., medication,
insulin, prosthetic limb, hearing aid).
- If a CP uses more than one mitigating measure (e.g., a CP uses two
medications), be sure to get information on how well each mitigating
measure controls a CP's symptoms, the respective side effects of each, and
whether the two medications together cause limitations because of the
interaction between them.
B. Ask the CP to identify any behaviors s/he may have specifically developed to cope
with the limitations of an impairment.
- For example, an individual with monocular vision might have developed
specific compensating behaviors in head or eye movements to see
effectively at long distances.
C. If the CP is not using a mitigating measure, then discuss what limitations, if any,
the CP experiences in performing a major life activity due to the impairment.
III. Ask whether the mitigating measure or compensating behavior fully or only partially
controls the symptoms or limitations of the impairment.
A. A number of questions should be asked to determine whether a mitigating measure
fully controls, partially controls, or has little effect in controlling the symptoms and
limitations of an impairment. Examples include:
1. Describe what symptoms and limitations you experienced before using the
mitigating measure (e.g., 3 seizures a week; frequent and severe headaches,
blurred vision, urination, thirst, and other symptoms of high levels of blood
sugar (hyperglycemia) for a person with diabetes; chronic, severe shaking
due to Parkinson's disease; ability to hear only certain high-pitched
sounds).
- This question seeks information to establish what major life
activity(ies) may be affected by the CP's impairment, despite the
use of a mitigating measure or compensating behavior. Remember
that major life activities are broadly defined and that the list of
major life activities in the EEOC regulations and enforcement
guidances is not exhaustive.
- Bragdon took an expansive view of the terms "major life activity"
and "substantial limitation." Investigators should continue to
consult the Compliance Manual and EEOC guidances for additional
information on identifying major life activities and assessing
whether a CP is substantially limited. (Also, see Sutton, 67
U.S.L.W. 4537, 4542 (June 22, 1999) for a discussion of
"substantial limitation.")
- See pages 7-9 for a listing of some of the major life activities that
you should review with a CP to determine if s/he still experiences
limitations in performing them, despite the use of a mitigating
measure.
2. How well does the mitigating measure control the symptoms and
limitations identified above?
- Does the mitigating measure control the symptoms or limitations all
of the time or only some of the time? (e.g., medication has reduced
the number of seizures from 3 per week to 1 per week; the
treatment of diabetes through diet, medication, and insulin has
limited the frequency and severity of the incidents of hyperglycemia;
the shaking only occurs when the CP is tired and is not as severe as
it used to be; the hearing aid enables the CP to hear low and high-pitched sounds, but not words).
- A CP who uses a prosthetic hand or arm may continue to
experience substantial limitation in the major life activity of
performing manual tasks because the device does not permit
fine motor manipulation.
- If a CP uses a behavior specifically developed to compensate for a
limitation resulting from an impairment, how well does that
behavior compensate for the limitation? Do any limitations remain
for which the compensating behavior is ineffective?
- For example, a CP with monocular vision might be able to
turn his/her head to compensate sufficiently for a decrease
in his/her field of vision. This will not compensate for the
loss of depth perception. To deal with that limitation, a CP
may have learned to judge long distances by relying on
monocular cues such as linear perspective, overlay of
contours, and distribution of highlights and shadows.
However, this behavior may not compensate for limitations
in seeing at shorter distances. Therefore, a CP who uses
certain compensating behaviors might still experience
limitations in performing numerous tasks involving close
range vision. The limitation in close range vision is relevant
to determining whether the CP is substantially limited in
seeing or any other major life activities.
3. How long has the CP been using the mitigating measure or compensating
behavior?
- If a CP has been using a mitigating measure or compensating
behavior for only a short period, initially it may not be very
effective in controlling the limitations.
- Whether a mitigating measure, over time, might become more
effective involves speculation. The Supreme Court's decisions
make it clear that the determination of whether a CP is substantially
limited, even with the use of a mitigating measure or compensating
behavior, must rest on evidence of how well the measure or
behavior actually worked at the time of the alleged
discrimination.
4. Does the mitigating measure tend to become less effective under certain
conditions? If certain conditions interfere with the effectiveness of a
mitigating measure, how often and for how long a period do these
conditions arise? For example:
- If the CP is under great stress, or is tired, does the mitigating
measure work as well?
- Do adverse weather conditions or other environmental changes
impact the effectiveness of a mitigating measure?
- Do illnesses, such as a cold or the flu, change the effectiveness of a
mitigating measure?
- For women, do monthly hormonal changes impact the effectiveness
of a mitigating measure?
5. Does the mitigating measure tend to be effective only for awhile?
- For example, while a CP with bipolar disorder who uses medication
does not experience severe symptoms of the disorder for a period
of time, he then experiences symptoms for several weeks and
undergoes a severe manic episode. Following the manic episode,
the CP again experiences few or no symptoms while using the
mitigating measure.
- Mitigating measures used to treat degenerative illnesses, such as
Parkinson's disease, may only work for a period of time before the
condition worsens, making the mitigating measure ineffective.
6. Has the CP had to change mitigating measures because previous ones
became less effective? If yes, how many previous mitigating measures has
the CP used, and what happened when each one became less effective?
How long did each mitigating measure remain effective? Is the current
mitigating measure different from previous ones so that it is less likely to
fail? Or, conversely, is there any indication that the current mitigating
measure is becoming less effective?
7. Are there any symptoms or limitations that are unaffected by the mitigating
measure? If yes, what are they and how severely do they limit the CP from
engaging in a major life activity?
8. Has the impairment caused any complications that are not controlled by a
mitigating measure and may substantially limit a major life activity?
- For example, complications from diabetes may result in substantial
limitations in major life activities. This can include complications
such as eye disease (seeing); nerve damage (sitting, standing,
walking, eating); blood vessel disease (walking); and difficulties
with reproduction. These are all complications that are not
controlled by insulin.
IV. Ask whether the mitigating measure itself causes any limitations in performing a
major life activity.
A. Investigators need to ask CPs whether they experience any symptoms, side effects,
or limitations in performing certain activities as a result of using a mitigating
measure. If a CP does experience limitations, the Investigator needs to probe
their severity and duration.
- If a CP uses medication, it is critical to identify the specific medication and
the specific side effects caused by it. Not all medications produce the same
side effects. Moreover, the same medication does not produce the same
side effects in all individuals.
B. If a CP uses two or more mitigating measures, and they are not substantially
limiting by themselves, determine if the combined negative effects of all the
mitigating measures together substantially limit one or more major life activities.
- For example, a CP with Attention Deficit Disorder (ADD) and depression
may take medications to treat each condition. Each medication, by itself,
affects the ability to sleep (a major life activity), but does not substantially
limit it. However, the combined effect of the two medications substantially
limits the CP's ability to sleep.
C. A number of major life activities may be severely affected by a mitigating measure.
(These major life activities may also be directly affected by the impairment despite
the use of a mitigating measure.)
- Thinking, concentrating, and other cognitive functions may be
substantially limited when a CP uses certain drugs to treat many different
impairments, including psychiatric illnesses and epilepsy. It may take much
greater effort to engage in cognitive functions because the medication
causes a person to feel groggy, disoriented, or slow. Or, a CP may have
difficulty with memory because of certain medications.
- Walking, standing, and lifting may be substantially limited even with the
use of a prosthetic foot, leg, arm, or hand.
- For neurological reasons, some people experience "pain" or
"discomfort" from a missing limb. A CP may experience problems
in the remaining limb resulting from over-use to compensate for the
missing limb. Significant pain may accompany wearing a prosthetic
device. A CP may need to minimize the amount of walking in order
to wear the prosthetic leg for longer periods. Or, a person using a
prosthetic leg may be able to walk without significant problems, but
can only wear the leg for 8 hours per day, and then must rely on a
wheelchair or crutches for mobility.
- A prosthetic limb may cause serious chafing, rubbing, blisters, and
ulcers, depending on a number of factors, including the materials
used, the tightness of the fit, how the amputation occurred, and
what body part the prosthetic device is replacing. These side
effects could affect the ability to wear the prosthetic device for
prolonged periods and/or affect the CP's ability to engage in
walking, standing, or lifting, as well as the major life activities of
performing manual tasks and caring for oneself.
3. Eating is a major life activity that may be affected by the use of a mitigating
measure if a CP is required to adhere to substantial dietary restrictions
because of medication or a device. Or, a CP may be less able to eat or may
have to maintain a rigid eating schedule because of certain medications or
devices. Certain medications can cause severe nausea, which in turn will
affect a CP's ability to eat. An Investigator should ask whether a CP's
ability to eat and/or eating habits had to be altered, and if so in what ways.
- Both food and lack of food can cause severe short and/or long-term
medical problems for people with diabetes. They must consider the
impact on the disease of everything they eat, how much they eat,
and when they eat.
4. Caring for oneself may be substantially limited as a result of using a
mitigating measure.
- Medication and prosthetic devices may cause extreme fatigue,
which in turn may affect a CP's ability to care for him/herself.
- For CPs with diabetes, the ability to care for themselves may
require significant changes and/or disruptions to their daily
activities to control the frequency and severity of incidents of high
blood sugar (hyperglycemia) and low blood sugar (hypoglycemia).
The serious short and long-term consequences of hyperglycemia
include headaches, blurry vision, breathing difficulties, eye disease,
kidney disease, nerve damage, blood vessel disease, and death; the
consequences of hypoglycemia include disorientation, weakness,
nervousness, seizure, coma, and death. To avoid these serious
consequences, CPs with diabetes must be constantly vigilant in
closely controlling blood sugar levels. This involves monitoring
body signals for fluctuations in blood sugar levels, checking blood
sugar levels mechanically, and, based on those levels, adjusting food
intake, physical activity, and medications (including insulin and oral
medications). People with diabetes must maintain a delicate
balance between these elements in order to avoid hyperglycemia
and hypoglycemia.
- There also may be a significant impact on the ability to care for
oneself as a result of experiencing a medical episode. The inability
of a mitigating measure to prevent such an episode may cause so
much fear that it seriously affects a CP's ability to care for himself.
For example, a CP with epilepsy may have had traumatic
experiences having a seizure in public where strangers reacted
badly. As a result, he may not be able to go out alone to run
routine errands or buy groceries, and may require that someone
familiar with his epilepsy always accompany him. Alternatively, a
CP may fear possible injury from a seizure, and therefore may be
unable to engage in basic activities of caring for oneself, such as
cooking and bathing, unless another person is present.
- A person who wears a prosthetic limb may have to curtail activities
that are part of caring for oneself, such as household chores and
grocery shopping, because the limb can only be worn for a certain
period of time.
5. Sleeping may be affected by certain medications. Some may cause extreme
drowsiness, while others have the opposite effect.
6. Performing manual tasks may be affected by certain drugs which can
interfere with fine motor skills.
7. Reproduction may be affected by use of a mitigating measure. Many
medications prescribed to control seizures or psychiatric illnesses can cause
birth defects, thus creating a substantial limitation in procreation. (See
Bragdon.)
8. Working may be affected by use of a mitigating measure. Investigators
should always review this major life activity last. For a discussion on the
impact of the Supreme Court decisions on identifying a class of jobs or
broad range of jobs in various classes, see pages 14-16.
V. Relevant witnesses for gathering this information
- After reviewing all of the questions above with the CP, the Investigator should
interview other relevant witnesses who may be able to corroborate or supplement
the CP's information. These would include:
- family members, friends, and coworkers;
- rehabilitation specialists who work with the CP to address functional
limitations; and
- doctors (if they have knowledge about the CP's specific functional
limitations).
VI. Based on the evidence collected from asking these and other relevant questions, does
the CP who uses a mitigating measure have a substantially limiting impairment?
A. A CP meets the first definition of "disability" where, despite, or because of, the use
of a mitigating measure, the CP is substantially limited in performing a major life
activity.
B. Determining whether a CP meets this definition does not rest on identifying a
multitude of major life activities that are merely affected by CP's impairment,
even with the use of a mitigating measure. Rather, such a determination depends
on evidence that shows that the CP is substantially limited in performing at least
one major life activity.
C. Problems in performing numerous tasks may signal a substantial limitation in
performing a specific major life activity.
- For example, a CP with epilepsy may be substantially limited in caring
for herself because she cannot live independently due to the fact that her
epilepsy necessitates assistance with running a household (e.g., preparing
meals, cleaning, bathing, grocery shopping). Even if running a household is
not a separate major life activity, it is part of the major life activity of
caring for oneself.
D. Always look for evidence concerning the length of time a CP has experienced
limitations, the frequency with which they occur, and their severity in order to
determine whether the CP is substantially limited.
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Second Definition of "Disability": CP Has a Record of a Substantially Limiting
Impairment
I. In all charges where a CP indicates that s/he uses a mitigating measure, the
Investigator should determine whether the CP has a record of a disability for the
period before the CP began using the mitigating measure.
A. The Investigator should ask questions about what limitations the CP experienced
in performing major life activities because of the impairment prior to using a
mitigating measure.
B. Questions should seek detailed information and include the following:
1. What major life activities were limited or precluded prior to using a
mitigating measure?
- For example, if a CP with epilepsy has been seizure-free for a
substantial period of time and there are few or no side effects from
medication, detailed information needs to be obtained concerning
CP's seizures, and their impact on performing major life activities,
before CP began using the current medication.
2. How long did the CP experience these limitations prior to using a
mitigating measure?
3. Was the CP precluded from or limited in performing a major life activity all
of the time or only some of the time? That is, were any limitations present
only during certain periods? If limitations in performing a major life
activity were episodic rather than constant, how often and for how long a
period did these limitations occur? How severe were the limitations when
they did occur?
- For example, a CP with major depression may have experienced
episodes of severe depression that lasted several months before
taking medication.
4. Before using a mitigating measure that effectively controls the symptoms
or limitations of an impairment, did the CP try any unsuccessful mitigating
measures?
- In certain situations, it may take months to find the right
medication, or group of medications, to control the symptoms or
limitations of an impairment. During this period, the CP may have
been substantially limited in performing a major life activity.
C. Additional questions include:
Can the CP provide information on any "records" or files that document a
former substantially limiting impairment or an erroneous record of a
substantially limiting impairment (e.g., school records, Dept. of Veterans
Affairs documents, workers' compensation records, vocational or other
rehabilitation records, medical files)?
- Was the Respondent aware of the CP's record or history of a disability?
- The Respondent does not need to be aware of the CP's record of a
substantially limiting impairment for coverage purposes. However,
there must be evidence that the Respondent acted on the basis of
the CP's record of a disability in order to find that discrimination
occurred.
II. Based on the evidence collected from asking these and other relevant questions, does
the CP have a record of a substantially limiting impairment prior to using a
mitigating measure?
- A CP meets the second definition of "disability" where, prior to using a mitigating
measure that effectively controls the symptoms and limitations of an impairment,
the CP was substantially limited in performing a major life activity.
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Third Definition of "Disability": CP is Regarded as Having a Substantially Limiting
Impairment
I. If an Investigator determines that there is insufficient evidence to establish that a
CP who uses a mitigating measure or compensating behavior is covered under the
first two definitions of "disability," or is uncertain whether a CP meets one of the
first two definitions, then the Investigator should assess whether the Respondent
regarded the CP as having a substantially limiting impairment.
II. An Investigator should take the following steps to determine if the CP meets this
definition:
A. Identify the impairment that Respondent knew or believed the CP to have.
B. Identify the reason given by the Respondent to disqualify, terminate, or in any
way affect an employment opportunity of the CP. Examples of possible
reasons that a Respondent might offer include:
- failure to meet a physical qualification standard (e.g., hearing or lifting
requirements);
- inability to work under stressful conditions;
- insufficient stamina or endurance to work effectively;
- concerns that the CP might pose a health or safety risk to self or others;
and
- failure to obtain required licenses.
C. Determine whether the Respondent believes that the CP's impairment is the
cause of the perceived problem. For example, is there evidence that the
Respondent believes that CP's impairment is the reason that s/he:
- (1) failed to meet a qualification standard,
- (2) cannot tolerate stressful working conditions,
- (3) has insufficient stamina or endurance to work;
- (4) poses a health or safety risk, or
- (5) cannot obtain a required license?
D. Determine whether the Respondent's reason for disqualifying the CP involves
performance of a major life activity (e.g., the perceived inability to lift 5 pounds
involves the perception that the CP is unable to perform the major life activity of
lifting).
- To show that a Respondent regarded a CP as having a disability, the
Respondent's reason for disqualifying the CP must involve or relate to
performance of a major life activity.
- For example, the perceived inability to stand more than a few
minutes involves the major life activity of standing; the perceived
inability to work under stressful conditions involves the major life
activity of working).
- While in many cases the Respondent's reason for disqualifying the CP may
indicate a belief that the CP cannot engage in the major life activity of
working, Investigators should first determine whether any other major life
activity is implicated (e.g., walking, breathing, standing).
- See (F) below for further instructions on the major life activity of
working.
E. Determine whether the Respondent believed that the CP was substantially
limited in performing the major life activity.
- Actions speak louder than words. This means that Investigators should
carefully scrutinize the CP's disqualification and the events that led up to it.
Because Respondents are likely to deny that they regarded a CP as having
a disability, it is important to assess whether the Respondent's actions
indicate otherwise.
- For example, medical leave or workers' compensation files may
contain evidence relevant to the issue of whether the Respondent
perceived that a CP was substantially limited in performing a major
life activity.
- Review the chronology of events to see if there is a connection between the
Respondent's awareness of the CP's impairment (or perceived impairment)
and the Respondent's subsequent actions.
- Determine whether the Respondent's underlying reason for disqualifying
the CP is related to myths, fears, stereotypes or other attitudes about a
particular disability (e.g., myths about a person's frailty due to a medical
condition or fears about rising health insurance costs).
- For example, does the Respondent believe that a person with a
moderate hearing loss cannot be a secretary because a hearing aid
will not allow her to hear phones and clients needing assistance.
F. If working is the major life activity at issue, an Investigator must determine
whether the Respondent's reason for disqualifying the CP indicates a belief that the
CP is substantially limited in working, i.e., unable to work in a class of jobs or
broad range of jobs in various classes.
- If the Respondent can show that its reason for disqualifying the CP applies
to something unique about the Respondent's job or workplace, then the
Respondent only viewed the CP as unable to work in one specific job.
- In Sutton, the Supreme Court determined that a global airline pilot
is only one job and not a class of jobs. Since United Airlines only
viewed Sutton as unable to work as a "global pilot," it did not
regard her as unable to work in the class of pilot jobs, which
would include other types of positions, such as regional pilots, pilot
instructors, and freight pilots.
- In Murphy, the Supreme Court determined that UPS's mechanics
job, which required the ability to drive commercial vehicles, was a
single job and not representative of the class of mechanics jobs.
Thus, according to the Court, UPS only viewed Murphy as unable
to perform its unique job requiring a mechanic to drive a
commercial vehicle, and not as unable to work in the class of
mechanics jobs, which would include diesel mechanics, automotive
mechanics, gas-engine repairers, and gas-welding equipment
mechanics -- none of which require an individual to drive
commercial vehicles.
- The fact that a CP is unable to satisfy a Respondent's physical or other job
requirement does not alone constitute sufficient evidence that the
Respondent regards the CP as substantially limited in working.
- Therefore, the Investigator should carefully question the CP to
determine whether the Respondent said or did anything to suggest
that the CP was viewed as substantially limited in the ability to
perform a class or broad range of jobs.
- The Investigator also should seek evidence from the Respondent as
to whether it viewed the job from which the CP was disqualified as
representative of a class or broad range of jobs.
- For example, a CP with epilepsy who does not actually have
a substantially limiting impairment may be covered under
the "regarded as" definition if evidence shows that the
Respondent has a generalized fear of seizures, and not a
specific fear about the consequences of a seizure due to
something unique about the Respondent's job or workplace.
- Similarly, if a Respondent has a generalized fear that a
person with a psychiatric illness may become violent,
without any objective information regarding this particular
CP, then the Respondent is acting on generalized fears and
misconceptions that would indicate the Respondent believes
the CP could not work in most jobs.
- Respondents may claim that the CP's inability to meet a physical
or other job requirement shows that the CP is not "qualified."
This claim involves the merits of the charge and must be analyzed
separately from the determination of whether the Respondent
regarded the CP as having a disability. The Supreme Court's
decision in Albertsons (see page 16) underscores the necessity of
assessing each qualification standard to determine whether it is
valid and whether a CP is "qualified."
- Investigators should assess whether the Respondent's reasons for
disqualifying the CP would also result in his/her disqualification from other
jobs in the Respondent's workplace.
- Investigators should document how many jobs in the Respondent's
workplace, and what kind of jobs, were also closed to the CP based
on the Respondent's reasoning.
- For example, if a Respondent had all of the different types of
mechanic jobs discussed in (F)(1) above, and refused to hire a CP
for any of them because of his/her disability, then the Respondent
could be regarding the CP as substantially limited in working in the
class of mechanics jobs.
III. Based on the evidence collected from asking these and other relevant questions, did
the Respondent regard the CP as having a substantially limiting impairment?
- A CP meets the third definition of "disability" where a Respondent regards a CP as
having a substantially limiting impairment.
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PART TWO: IS A CP "QUALIFIED" IF S/HE FAILS TO MEET A
FEDERAL REGULATORY SAFETY STANDARD?
After determining that a CP meets one of the definitions of "disability," the next issue is whether
the CP is "qualified." In Albertsons, the Supreme Court determined that an employer can require
a CP to meet an applicable federal safety standard, even if the standard can be waived under an
experimental program. The following instructions apply to any CP who meets the ADA definition
of "disability," regardless of whether s/he uses a mitigating measure.
In cases where Respondents allege that a CP cannot meet a federally-mandated safety standard,
Investigators need to do the following:
I. Carefully review a Respondent's claim that a CP is not qualified because s/he fails to
meet a federally-mandated safety requirement.
A. Does the regulatory requirement absolutely prohibit the Respondent from hiring
the CP due to a disability? Does the regulation apply to the particular position the
CP holds or desires, and/or does it apply to the CP's specific disability? Or, is the
Respondent voluntarily choosing to adopt a federal safety standard?
B. If a Respondent is required by federal law to impose a safety standard on a CP that
results in screening out the CP based on disability, does the regulatory requirement
establish any exceptions, waivers, or other mechanisms by which the CP would
meet the safety concerns embodied in the regulatory requirement?
- If there is an exception, waiver, etc., is it part of the regulatory
requirement? Does a person who qualifies for the exception, waiver, etc.
meet the safety requirements of the federal regulation, or does the
exception, waiver, etc., constitute an exemption from meeting the
regulation's safety requirements?
- For example, in Albertsons, the Supreme Court determined that an
employer does not have to follow an experimental waiver program
designed to permit persons with monocular vision to qualify for DOT
certification to operate commercial motor vehicles. This type of waiver
program did not modify the general safety standard that precludes persons
with monocular vision from obtaining certification. Rather, the waiver
program was designed to obtain data to determine if changes should be
made in the general safety standard.
- The type of program at issue in Albertsons would be different from
a waiver program based on data already collected that has
shown that people qualifying for the waiver meet the
generalized safety requirements. Furthermore, an employer
could not require an individual to meet the general safety standard
if the waiver program specifically modified the general safety
standard.
II. A Respondent cannot disqualify a CP for failure to meet a general safety standard if
the CP receives a waiver from, or is eligible for an exception to, that standard. A
Respondent must give deference to the waiver or exception if it is predicated on
maintaining safety, constitutes or contains an alternative way to maintain safety,
and modifies the general safety standard.
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PART THREE: WHAT IMPACT DOES A CP'S APPLICATION FOR, OR
RECEIPT OF, DISABILITY BENEFITS HAVE ON A DETERMINATION
AS TO WHETHER A CP IS "QUALIFIED?"
In Cleveland, the Supreme Court adopted EEOC's position that application for, or receipt of,
Social Security Disability Insurance (SSDI) benefits does not automatically preclude an individual
from meeting the ADA's definition of "qualified."
I. There is no inherent conflict between being eligible for SSDI benefits and meeting
the ADA's definition of "qualified."
A. Thus, there is no presumption that application for, or receipt of, SSDI benefits
defeats a CP's claim that s/he is "qualified" as defined by the ADA.
B. The analysis used by the Supreme Court to compare an application for SSDI
benefits and a CP's claim that s/he is "qualified" also would apply to applications
for other types of disability benefits, such as Long Term Disability benefits or
workers' compensation.
C. A CP must be able to explain his/her statements on the benefits application that
s/he is unable to work, and thus qualifies for benefits, while also maintaining that
s/he can perform the essential functions of the position at issue in the ADA charge,
with or without reasonable accommodation.
- For example, because SSDI and the ADA serve different purposes, they
use different approaches to assess whether a person can work. Therefore,
it is possible for a CP to meet the ADA's definition of "qualified" and also
be eligible for SSDI benefits.
D. Below is a general summary of the steps to follow in an ADA investigation
involving the receipt of disability benefits. For more detailed information on
questions to ask and evidence to seek, Investigators should refer to the EEOC
Enforcement Guidance on the Effect of Representations Made in Applications for
Benefits on the Determination of Whether a Person is a "Qualified Individual with
a Disability" Under the ADA.
II. Investigators should do the following:
A. Review the CP's application for disability benefits. Determine if there appears to
be any discrepancies between claims made on the application and the CP's
contention that s/he is "qualified." Carefully review apparent discrepancies to
determine whether they can be explained by differences in definitions or formulas.
- For example, a CP's claim of "total disability" does not necessarily indicate
that s/he cannot perform the essential functions of a job, with or without
reasonable accommodation. To the contrary, "total disability" is a Social
Security term that, in this context, only means that s/he meets the criteria
for SSDI benefits.
B. In reviewing the CP's application for disability benefits, determine whether the CP
was merely checking off boxes or fully describing his/her disability and ability to
work. To the extent that there appears to be a discrepancy in finding a CP to be
"qualified," greater weight should be given to a CP's narrative description of
his/her disability and ability to work on a benefits application form than
information captured when a CP checked off a box.
C. Determine whether the CP can perform the essential functions of the position at
issue, with or without reasonable accommodation.
- In many of these cases, a CP's ADA charge will include an allegation of
denial of reasonable accommodation. Whether a person can work with
reasonable accommodation generally is not a consideration in determining
whether a person is eligible for disability benefits.
- For example, the Social Security Administration does not consider whether
a person could work if given a reasonable accommodation, but focuses
only on an SSDI applicant's ability to work without accommodation. If the
CP could have performed the essential functions with a reasonable
accommodation, then there is no conflict between statements made on the
SSDI application and a CP's claim to be "qualified."
D. Determine whether the CP's condition changed over time. If it did, then a
statement about the CP's disability on a benefits application might not reflect
his/her ability to perform the essential functions, with or without reasonable
accommodation, at the time of the Respondent's employment decision.
- For example, a CP alleges that s/he was wrongfully terminated in January.
The following June, the CP filed an SSDI application. If the CP could have
performed the essential functions in January, but by June his/her disability
had deteriorated so that s/he could no longer work, the CP would still be
"qualified" during the relevant period of time for the ADA charge.
If an Investigator has questions about anything in these Instructions, please contact the OLC
ADA Division attorney assigned to your field office.
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