• Physiological disorders.
• Cosmetic and anatomical loss affecting one or more of several body systems (Fisher, 194).
• Drug users who have successfully rehabilitated .
• Drug users who are not currently using drugs, but are participating in a rehabilitation program (Peteros, 131).
Although obesity is a protected class in the state of Michigan under Title VII, ADA has not made any formal amendments to define this as a disability, to date (Williams).
The employee/applicant must be able to meet the qualification standards which include training, education, and skills needed to perform the essential functions of the job. The employee/applicant must also be able to perform the essential functions of the job with or without reasonable accommodations. "Reasonable accommodations" are defined later in this discussion.
Employer Responsibilities.
What is a "reasonable accommodation"?.
Employers must reasonably accommodate applicants/employees with known disabilities. The applicant/employee is responsible for letting the employer know of a disability and accommodations that they need assistance with. In any case, the employer is only responsible for making reasonable accommodations related to job-specific activities. These accommodations cannot place "undue hardship" on the employer. Some examples of reasonable accommodations are as follows:.
• "Making existing workplace facilities readily accessible to and usable by individuals with disabilities;.
• Modifying or adjusting the application process;.
• Restructuring jobs in such particulars as when or how essential functions are performed;.
• Allowing part-time or modified work schedules or reassignment to a vacant position within a reasonable amount of time;.
• Acquiring or modifying equipment or devices;.
• Adjusting or examinations, training materials or policies; and.