Comments on: New disabilities law: New lawsuits?

By: Marilyn Veincentotzs

Marilyn Veincentotzs — Fri, 19 Jun 2009 22:01:04 +0000

Once again I see this issue as being a non-issue in workplaces where people are treated fairly, with dignity and respect. In fact when the workplace culture is such that the majority of workers are happy and feel they are treated fairly, the employees will actually defend the employer. There does not have to be hostile attitudes between the two if everyone is willing to be fair. You see this same behavior when children feel they are not being treated fairly and it is blatant, they rebel. As long as there is this power struggle and people feel that their rights are being violated unjustifiably they will find every loophole there is to protect their self esteem and dignity. It is just plain ole psychology. We have to treat people right and they will not fight. It really is not difficult to do, but it means that people who are in positions of power will need to not lower it constantly over the heads of those who already know they are in the lower part of the food chain.

By: Keith

Keith — Wed, 24 Sep 2008 20:24:11 +0000

These changes don’t strike me as the end of the world. While the bill could have been written more clearly, it seems to make a common sense change in the law. The old law, in seeking to protect people with serious disabilities, created a legal situation where it was illegal to discriminate against seriously disabled people but perfectly ok to discriminate against people with lesser disabilities. In other words, you had to accommodate the person with no legs but could fire someone because they limp. Granted, it does vastly expand the group of people who are protected to include virtually all of us, but in reality, very few of those people will need accommodation. Of those that do, most accommodations are inexpensive. I technically have a disability (I wear glasses), but I’m perfectly capable of doing my desk job with the standard equipment that my employer provides.

By: Donna C

Donna C — Wed, 24 Sep 2008 16:48:46 +0000

I agree with Carol in that I see waves of people who don’t like their current work situation using this as a tool to get their own way by claiming that minor or non-existent “disablities” have to provide them special treatment. Does this mean employers will now have to supply anyone who wears glasses with expensive, high definintion monitors to accomodate a “disability”? Exactly where will this end?

By: CarolTerry

CarolTerry — Tue, 23 Sep 2008 15:29:27 +0000

I work with an organization that provides training for individuals with disabilities. In my opinion, this new “law” will will be abused by employees from high blood pressure to poor eye sight that is corrected. The ADA was written in order to give individuals with a major life functioning problem an opportunity to work if they were otherwise able to do the job. This new law will hurt those whom it was orginally put in place to protect. To ask an employer to make “reasonable accommodations” for individuals who are not experiencing a major life function is asking our employers to much. If we continue with our government interference, the government will end up running all our companies. What does this sound like?

By: President will sign new disability law | HRLegalNews.com | Up-to-the-minute cases and law impacting HR

Tue, 23 Sep 2008 10:02:32 +0000

[...] For more on the ADAAA, go here. [...]

By: Frances Ruby

Frances Ruby — Mon, 22 Sep 2008 20:11:25 +0000

This is a another example of a law with good intentions that will turn out to be horrible in its consequences. It will make the FMLA look like a well written treatise.

By: Marvin Jarmel

Marvin Jarmel — Mon, 22 Sep 2008 18:04:23 +0000

We are an architectural firm that adhears to all of the ADA guidelines in both our own office and the projects we design. However, there is no such thing as a $50.00 chair that will solve someone’s back problem. Worthwhile posture chairs range between $400 and $800; anything less will not do the job. Nevertheless, I agree with your approach.