Source: http://epilepsyu.com/ada-questions-answers-about-epilepsy-in-the-workplace-and-the-americans-with-disabilities-act-ada/
Timestamp: 2017-02-21 00:47:45
Document Index: 558982982

Matched Legal Cases: ['§1630', 'art 1630', '§ 1630', '§1635', '§1635', '§341', '§381']

ADA: Questions & Answers about Epilepsy in the Workplace and the Americans with Disabilities Act (ADA) - EpilepsyU
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to verify the employee’s use of sick leave related to her epilepsy if the employer requires all employees to submit a doctor’s note to justify their use of sick leave;17 or
No. Granting leave to an employee who is unable to provide a fixed date of return may be a reasonable accommodation. Although epilepsy often can be successfully controlled, some individuals may be need to take extended leave because of the frequency or severity of their seizures and may be able to provide only anapproximate date of return (for example, “in six to eight weeks,” “in about three months”). In such situations, or in situations in which a return date must be postponed because of unforeseen medical developments, employees should stay in regular communication with their employers to inform them of their progress and discuss the need for continued leave beyond what originally was granted. The employer also has the right to require that the employee provide periodic updates on his condition and possible date of return. After receiving these updates, the employer may reevaluate whether continued leave constitutes an undue hardship.
3 See “The Question and Answer Series” under “Available Resources” on EEOC’s website at www.eeoc.gov/laws/types/disability.cfm.
5 For example, some seizures result only in small involuntary movements or brief lapses of attention. In other instances, consciousness (the ability to react to external stimuli in a meaningful and appropriate way) may be unaffected, lost completely, or altered but not lost completely. In addition, motor control may be partially affected (e.g., a person’s hand may shake or she may be alert but cannot speak) or completely lost. Id.
10 The determination of whether an impairment substantially limits a major life activity shall be made without regard to the ameliorative effects of mitigating measures. Id. at §1630.3(j)(1)(vi). An individual who, because of the use of a mitigating measure, has experienced no limitations (e.g., seizures), or only minor limitations, related to the impairment may still be an individual with a disability, where there is evidence that in the absence of an effective mitigating measure the individual’s impairment would be substantially limiting. Id. at Part 1630, app, § 1630.3(j)(1)(vi).
13 Every state licenses people with epilepsy to drive, though eligibility requirements vary. The most common requirement is that individuals be seizure free for a specified period of time and submit a physician’s evaluation of their eligibility to drive safely. Some states require individuals with epilepsy to submit periodic medical reports for as long as they remain licensed.
15 An employer also may ask an employee about his epilepsy or send the employee for a medical examination when it reasonably believes the employee may pose a direct threat because of his epilepsy. See “Concerns About Safety.”
16 Symptoms of “absence” or “petit mal” seizures, which can last from two to 15 seconds, include staring, eye fluttering, “automatisms” (such as lip smacking, picking at clothes, or fumbling). Following this type of seizure, a person may have no memory of the seizure occurring. See Types of Seizures,www.epilepsyfoundation.org/about/types/types/index.cfm
24 Requests for documentation to support a request for accommodation may violate Title II of GINA where they are likely to result in the acquisition of genetic information, including family medical history. 29 C.F.R. §1635.8(a). For this reason, employers may want to include a warning in the request for documentation that the employee or the employee’s doctor should not provide genetic information. Id. at §1635.8(b)(1)(i)(B).
28 See FMCSA regulations at 49 C.F.R. §341.41(3)(b)(8) and 49 C.F.R. §381.300.
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