Posted by Robert (22.214.171.124) on December 21, 2000 at 22:53:21:
In Reply to: Your question is kind of vague, but... posted by Ted on December 21, 2000 at 22:38:45:
The investigators who have talked to me to this point, have all stated that the paper trail to prove discrimination/retaliation is present. The hurdle that I most still prove is that I qualify as a "Individual with a Disability". "The ADA is very specific about what it takes for a person to be covered by the law. You must have some kind of medical condition that substantially limits one or more of your major life activities. A major life activity includes things as seeing, hearing, breathing, walking, talking, bending, lifting and so on. The impairment to your major life activity must be substantial, and of significant duration. It cannot be merely slight or temporary". Quoted from the EEOC handout. Bottom line is that the application of the law under the EEOC has been severely limited under supreme court rulings. What I need to know is if anyone else has successfully qualified under the EEOC vis a vis ADA for coverage under the law...thanks.
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