Most employers are aware that Title I of The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA),  prohibit employers from discriminating against applicants and employees on the basis of an actual, perceived, or record of disability.  Many employers are also aware that the ADA/ADAAA requires them to provide reasonable accommodations to applicants and employees with disabilities. Often however, employers focus on the physical conditions, and may forget that the ADA also protects persons with mental impairments. Well, fear not, the EEOC is here to remind you of that fact in its new resource documents on the rights of individuals with mental health impairments under the ADA.  What are these documents? What do they say? Has anything with the ADA or its interpretation changed recently? If not, why did the EEOC issue them? Let’s find out…

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