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Chapter 151B, however, covers some private employers and certain medical conditions not covered by the ADA. Both laws cover infection with HIV, even if one has no visible symptoms, and AIDS.A Qualified individual with disability refers to those individuals with a disability who: (1) satisfy the general skill, experience, education and other job-related requirements, and (2) can perform the essential functions of the job, with or without reasonable accommodation.Nearly all colleges and universities are subject to the ADA, Section 504, or both.The Americans with Disabilities Act (ADA) provides broad nondiscrimination protection in employment, public services, and public accommodations (including many areas of colleges and universities), for individuals with disabilities.The Massachusetts employment discrimination law is Chapter 151B of the Massachusetts General Laws.The ADA and Chapter 151B both prohibit employment discrimination against individuals with disabilities. 151B apply to public and to private employers, The ADA covers employers with 15 or more employees: the state law, MGL c. Both the ADA and Chapter 151B provide that an employer may not discriminate against a "qualified individual with a disability" ("qualified handicapped person" under Chapter 151B)To Top An individual with disability is someone:1) with a mental or physical impairment that limits one or more major life activities; or2) who has a history of such an impairment; or3) who is perceived (even if erroneously) as having such an impairment.While one of the bigger-picture challenges for people with episodic disabilities (e.g., arthritis, multiple sclerosis, HIV and some forms of mental illness) is access to care and quality services (e.g., urban versus rural settings and in certain geographic parts of Canada), Mangion said, there are also issues of income security and barriers to employment.

Some employees may simply want peer support—someone else in the organization they can go to, to talk.

The ADA Amendments Act emphasizes that the definition of disability "should be interpreted broadly." The Act directs the EEOC to revise the portion of its regulation defining the term "substantially limits." The Act also expands the definition of "major life activities" to include: In determining whether one has a disability, mitigating measures (if you are able to use medication to eliminate the limitations of your medical condition, or successfully use a prosthetic, hearing aid, glasses, or other assistive device) other than "ordinary eyeglasses or contact lenses" will not be considered.

How will the disability definition be interpreted under the law? While the discussion below will focus on the ADA Amendments Act, you should check the law in your state and/or consult with a local attorney to see whether your state law provides additional protection.

Accommodations needed So what kinds of accommodation might an employee with an episodic disability need?

An employee may need flexible time to be able to attend doctor’s appointments, for example.