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The ADA expressly prohibits states from enacting laws more favorable to employees and applicants than provided by the ADA.
The ADA can be enforced by private lawsuits and by the Equal opportunity Employment commission.
Employers never have DA obligations outside the workplace such as at conferences and off-site training classes.
To reduce hiring costs an employer can require an applicant to undergo a medical physical even before scheduling the applicant for a first interview.
The starting point normally used by the courts in determining if something is an essential job function is a written job description.
The United State Supreme Court has ruled an employer must waive an essential function as a reasonable accommodation to a disable employee.
Persons with a mental illness are not protected from employment discrimination under the ADA.
A current active user of illegal drugs who is an addict is protected from employment adverse action by the ADA.
Since 2009 whether a person is disabled or not is based upon their condition without considering what they do to treat or mitigate the condition.