[nagdu] Fw: [CCMTM] PUBLIC COMMENT INVITED ON PROPOSED CHANGES TOADA REGULATIONS

Fri Oct 2 17:53:02 UTC 2009

Thanks Deb. There doesn't seem to be anything guide dog related
in this NPRM though. These regulations apply essentially to
employment, and restore the definition of "disability" to its
original congressional intent -- before the Supreme Court
misinterpreted it. 

Best,
Ginger
-----Original Message-----
From: nagdu-bounces at nfbnet.org [mailto:nagdu-bounces at nfbnet.org]
On Behalf Of Deb and Cori
Sent: Thursday, October 01, 2009 11:41 PM
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Subject: [nagdu] Fw: [CCMTM] PUBLIC COMMENT INVITED ON PROPOSED
CHANGES TOADA REGULATIONS

Subject: [CCMTM] PUBLIC COMMENT INVITED ON PROPOSED CHANGES TO
ADA REGULATIONS

FOR IMMEDIATE RELEASE
Date: September 24, 2009

FOR INFORMATION CONTACT:
DBTAC National Network of ADA Centers
1-800-949-4232

PUBLIC COMMENT INVITED ON PROPOSED CHANGES TO ADA REGULATIONS

The public has been given 60 days to comment on proposed
revisions to
regulations implementing the Americans with Disabilities Act of
1990
(ADA),
as amended by the ADA Amendments Act of 2008.  The regulatory
changes,
contained in a Notice of Proposed Rulemaking just announced by
the U.S.
Equal Employment Opportunity Commission (EEOC), focuses on
providing
individuals seeking protection against employment discrimination
under
Title
I of the ADA with a more expansive definition
of "disability."  Written comments must be submitted on or before
November
23, 2009.

The ADA is an antidiscrimination statute passed by Congress and
signed
into
law by the President in July 1990.  The EEOC is responsible for
enforcing
Title I of the ADA, which prohibits employment discrimination
against
individuals with disabilities.  The ADA requires employers to
make
reasonable accommodations to employees and job applicants with
disabilities.

"We encourage the public to submit comments directly to the
EEOC."
"People
with disabilities will be the winners when the new regulations
are fully
implemented and extensive public comment will ensure they are the
best
that
they can be."

The ADA Amendments Act, which went into effect Jan. 1, 2009, and
the
regulatory revisions embedded in the proposed rule now available
for
public
comment, makes it easier for an individual alleging employment
discrimination based on disability to establish that he or she
meets the
ADA's definitions of "disability."  The ADA Amendments Act also
modifies
the
Rehabilitation Act of 1973, which prohibits employment
discrimination in
the
federal workforce on the basis of disability.

The regulatory changes in the proposed rule emphasize that the
definition
of
disability-an impairment that poses a substantial limitation in a
major
life
activity-must be construed in favor of broad coverage of
individuals to
the
maximum extent permitted by the terms of the ADA, and should not
require
extensive analysis.

The regulatory changes expand major life activities to include
"major
bodily
functions, and clarify that mitigating measures, such as
medications and
devices that people use to reduce or eliminate the effects of
impairment,
are not to be considered when determining whether a person has a
disability.
They also clarify that impairments that are episodic or in
remission,
such
as epilepsy, cancer, and many kinds of psychiatric impairments,
are
disabilities if they would "substantially limit" major life
activities
when
active.

--MORE--

Finally, the regulation revisions provide a more straightforward
way of
demonstrating a substantial limitation in the major life activity
of
working, and implements the ADA Amendment Act's new standard for
determining
whether someone is regarded as having a disability.

The Notice of Proposed Rulemaking containing the regulatory
changes is
posted on the EEOC website,
<http://www.eeoc.gov/ada/amendments_notice.html
http://www.eeoc.gov/ada/a
mendments_notice.html

along with a
question-and-answer guide about the proposal and instructions for
submitting
public comments to the Commission.

You Can Submit Comments by Mail, Fax and Electronically, Here's
How:

Written comments should be submitted to Stephen Llewellyn,
Executive
Officer, Executive Secretariat, Equal Employment Opportunity
Commission,
131
M Street, NE., Suite 4NW08R, Room 6NE03F, Washington, DC 20507.

Comments submitted by fax.  As a convenience to commenters, the
Executive
Secretariat  will accept comments transmitted by facsimile
(``FAX'')
machine. The telephone number of the FAX receiver is (202)
663-4114.
(This
is not a toll-free number.) Only comments of six or fewer pages
will be
accepted via FAX transmittal to ensure access to the equipment.
Receipt
of
FAX transmittals will not be acknowledged, except that the sender
may
request confirmation of receipt by calling the Executive
Secretariat
staff at (202) 663-4070 (voice) or (202) 663-4074 (TTY). (These
are not
toll-free telephone numbers.)

Comments submitted electronically You may also submit comments
and
attachments electronically at
<http://www.regulations.gov http://www.regulations.gov , which is
the
Federal eRulemaking Portal. Follow the instructions online for
submitting
comments. Copies of comments submitted by the public will be
available
for
review at the Commission's library, 131 M Street, NE., Suite
4NW08R,
Washington, DC 20507, between the hours of 9:30 a.m. and 5 p.m.
or can
be
reviewed at <http://www.regulations.gov
http://www.regulations.gov.

###

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