Richard Korn recently wrote an article, published on a website which caters to not-for-profit organizations, regarding the impact of the recent amendments to the Americans with Disabilities Act of 1990 on employers with 15 or more employees, including not-profit organizations. The Americans with Disabilities Amendments Act (or ADAA), as detailed in the article, provide for a far less stringent standard of what qualifies as a “disability” when compared to the law before the amendments. By way of example only, the new law provides that temporary conditions may be considered a disability (whereas before, they almost always were not). In addition, under the new standard, physical impairments in remission or not currently active may be considered a disability if they otherwise would be in their active state. Thus, employers must be ever so cognizant of employee requests for accommodations even when requests are made by employees who do not appear to be disabled in the traditional sense of the word. For more information, please click here.