Under 29 C.F.R. 30.2, “disability” means, with respect to an individual: (a) a physical or mental impairment that substantially limits one or more major life activities of such individual; (b) a record of such an impairment; or (c) being regarded as having such an impairment. This definition, as with other terms defined in the regulations related to disability, are taken directly from title I of the Americans with Disabilities Act, as amended.
How do the Equal Employment Opportunity regulations define “disability”?
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The identification of individuals within the apprenticeship workforce that have a disability is done through voluntary self-identification, and the sponsor should not attempt to identify individuals with disabilities who do not self-identify. If an apprentice has an obvious visible physical disability (i.e., someone is blind or missing a limb), or if an apprentice requests a reasonable accommodation, a sponsor may include that person as an individual with a disability within its workforce analysis. Otherwise, a sponsor should be relying only on self-identification as the method for capturing disability status within its apprenticeship workforce.Read More
There is no list of “approved” disabilities under the Equal Employment Opportunity regulations.
Examples of disabilities, as listed in the Equal Employment Opportunity Commission’s regulations implementing Title I of the Americans with Disabilities Act, include, but are not limited to, blindness, deafness, cancer, diabetes, epilepsy, autism, cerebral palsy, HIV/AIDS, schizophrenia, muscular dystrophy, bipolar disorder, major depression, multiple sclerosis, missing limbs or partially missing limbs, post-traumatic stress disorder, obsessive-compulsive disorder, impairments requiring the use of a wheelchair, and intellectual disability. These are merely examples; however, sponsors may refer to the Equal Employment Opportunity Commission’s disability discrimination page for additional information.Read More