Employers must know how to provide reasonable accommodations under the federal Americans with Disabilities Act (ADA), the ADA Amendments Act of 2008 (ADAAA), and state laws they may be even more protective of workers’ rights. What are the recent changes in how statutory terms such as mitigating measures, major life activities, and the regarded as determination are interpreted? How has the focus shifted from a disability inquiry to an interactive process? What should this interactive process include? What five things do employers need to do right now?

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