![]() ![]() Federal sector employers are also covered by the Guidance, as the result of the 1992 amendments to the Rehabilitation Act. ![]() The Guidance applies to private and to state and local government employers with fifteen or more employees.This Guidance is intended to answer some of the most frequently-asked questions we have received. Since that time, we have had many inquiries from EEOC investigators and attorneys in the field, employers, and employees about how the law applies with respect to people who are already working. In October 1995, the EEOC issued enforcement guidance explaining the ADA's rules concerning when an employer may and may not make disability-related inquiries and require medical examinations of applicants.The Guidance explains the ADA's rules concerning when employers may and may not obtain medical information about their employees.The ADAAA broadened the statutory definition of disability, as summarized in this list of specific changes. This document was issued prior to enactment of the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), which took effect on January 1, 2009. Notice Concerning The Americans With Disabilities Act Amendments Act Of 2008 ![]()
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