New Jersey Request for Medical Status Evaluation Under ADA
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How to fill out Request For Medical Status Evaluation Under ADA?
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FAQ
The New Jersey Law Against Discrimination (LAD) prohibits discrimination and harassment based on actual or perceived race, religion, national origin, gender, sexual orientation, gender identity or expression, disability, and other protected characteristics.
Does the Americans with Disabilities Act (ADA) provide a list of conditions that are covered under the act?Deafness.Blindness.Diabetes.Cancer.Epilepsy.Intellectual disabilities.Partial or completely missing limbs.Mobility impairments requiring the use of a wheel chair.More items...
So long as the request for an accommodation is reasonable, New Jersey and federal laws require employers to grant it. If the accommodation does not put undue strain on the employer (whether financially or logistically), the employer must honor the employee's request and provide the reasonable accommodation.
Disability Under the NJLAD, the definition of disability is broader in scope than the ADA. Under the LAD, a disability includes virtually any physical or mental impairment without regard to whether it substantially limits a major life activity.
If your Employer will not adjust your job requirements or refuses to provide work within your restrictions, contact an attorney. There are options available to you such as vocational rehabilitation services, job retraining, and wage-loss benefits that an experienced work injury lawyer can help you with.
An individual with epilepsy, paralysis, a substantial hearing or visual impairment, mental retardation, or a learning disability would be covered, but an individual with a minor, nonchronic condition of short duration, such as a sprain, infection, or broken limb, generally would not be covered.
What Qualifies as an ADA Disability?AIDS, HIV and its symptoms.Asthma.Blindness or other visual impairments.Cancer.Cerebral palsy.Diabetes.Epilepsy.Heart Disease.More items...?
An employer may ask if you can perform the essential functions of the job, with or without accommodations, but it is against the law to directly ask if you have any disabilities. Instead, it is up to you, the employee, whether or not to give this information.
The Supreme Court of Canada has ruled that an employer has a legal duty to take reasonable steps, in policies or conditions of work, to accommodate an employee's individual needs.