The bill is similar to the version passed by a landslide in the House of Representatives in June.

There is one important change in the current version: the definition of “substantially limits” (as in, a disability must substantially limit a major life activity to get ADA protection). The House bill defined “substantially limits” as “materially restricts” — a phrase which also has no established legal meaning.

The Senate bill omits that redefinition.

Other significant overhauls of the ADA remain. Here’s what the bill will change:

• More “major life activities” — The bill gives a hefty list of examples of what’s considered a major life activity, which would expand the definition beyond what most courts have ruled. (The list of examples: “caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.”)
• No mitigating measures — The amendments would also reverse a Supreme Court decision that allows the consideration of “mitigating measures” — i.e., medicine or equipment that lessens an impairment — when deciding whether an employee is disabled.
• Protection for conditions in remission — If a condition is in remission, the employee will still be ADA-protected if the condition would qualify as a disability when active.

The House is expected to vote on the new version of the bill as early as September 17. President Bush will most likely sign it into law. We’ll keep you posted.

Pretty close, according to some experts. The Senate has just held the first committee hearing on its version of the bill. Its supporters hope it will get a vote shortly after Congress’s August recess.

One possible difference in the Senate’s version of the bill: the definition of “substantially limits.”

Like the House’s version, the Senate bill says a disability must “substantially limit” a major life activity. “Substantially limits” is defined as “materially restricts” — without saying what that phrase itself is supposed to mean.

Some experts who testified at the hearing said “materially restricts” is still vague and should be clarified.

We’ll keep you posted as the bill moves forward and changes are made.

A bill amending the Americans with Disabilities Act was passed by a landslide in the House of Representatives and will get a vote in the Senate soon. The changes are going to have a big impact for Human Resources pros.

The ADA Amendments Act was passed in the House by a vote of 402-17. A similar bill is being considered in the Senate. Given its widespread support and overwhelming victory in the House, experts predict it’ll pass in the near future.

It used to be called The ADA Restoration Act, but was renamed after a compromise gutted some of the most extreme makeovers to the law. The new version still makes some big changes, though. Here’s what it’s going to do:

Definition of ‘disabled’

One of the bill’s goals is broadening the definition of who’s considered disabled. As under the current ADA, a disability would be any “physical or mental impairment that substantially limits one or more major life activities.”

But what’s a major life activity? The new bill includes a hefty, non-exhaustive list of examples: “caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.”

A list of bodily functions that count as major life activities is included as well: “functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.”

The bill also says conditions that are episodic or in remission are always considered disabilities if they would limit a major life activity when active.

No mitigating measures

The amendments would also reverse a Supreme Court decision that allows the consideration of “mitigating measures” — i.e., medicine or equipment that lessens someone’s impairments — when deciding whether an employee is disabled.

In other words, if someone has a serious health condition but takes medicine to eliminate its effects, he or she might still get legal protection.

Under the new law, glasses and contact lenses are the only “devices” that can be considered.

Perceived disabilities

The bill contains a few changes to the protections for employees that are “regarded as” disabled. Most importantly, it forbids employers from discriminating against people they perceive to be impaired — even if the impairment wouldn’t substantially limit a major life activity.

In good news for HR, though, perceived impairments that are “transitory and minor” (i.e., lasting or expected to last less than six months) aren’t protected, and companies won’t be sued for failing to accommodate a perceived disability.

What now?

Those changes are scheduled to go into effect January 1, 2009.

What’s it mean for HR? Most importantly, more employees are going to be offered protection under the law. Now’s a good time to make sure managers are trained on how to accommodate disabled employees and avoid the appearance of disability discrimination.

We’ll keep you posted as the bill moves forward in the Senate.

The bill was created in response to last year’s Supreme Court decision that ruled pay discrimination claims are subject to a 180-day statute of limitations beginning at the time the discriminatory pay rate was set (when the employee was hired, in most cases). It would have reset the 180-day limit to start again every time the employee gets a paycheck.

The House of Representatives had voted in favor of the bill, but Senate Democrats didn’t have enough votes to stop the Republican filibuster.

The bills supporters have said they’ll try bring it up for another vote in the near future.