This article accompanies Fighting the 'Stealth Scourge'
The U.S. Equal Employment Opportunity Commission offers some guidance on the impact of the Americans with Disabilities Act and the Americans with Disabilities Amendments Act of 2008 on the treatment of diabetic workers.
Among other issues, this Q&A from the EEOC addresses when diabetes is considered a disability under the ADA, when an employer may ask a job candidate or employee about his or her diabetes, what types of reasonable accommodations may be necessary and how an employer should handle safety concerns.
HR leaders must also consider the implications of the ADAAA, which expands the definition of disability in favor of broad coverage of individuals.