<p>In June 0f 2008, the ADA laws were changed to broaden the scope and definition of “disability”. MOWC, can I defer to you and your legal training to summarize the changes?? Here are a few links to discussions about the changes (the 3rd link is a webinar, so may not be helpful) [ADA</a> Amendments Act Report | Council on Law in Higher Education](<a href=“http://www.clhe.org/clhe/emerging-issues-reports/ada-amendments-act-report-complimentary-copy/]ADA”>http://www.clhe.org/clhe/emerging-issues-reports/ada-amendments-act-report-complimentary-copy/)
[Higher</a> Education | ADA One, LLC](<a href=“http://ada-one.com/focus/higher-education/]Higher”>Higher Education - ADA One, LLC)
[Charting</a> the Changes: FERPA and ADA](<a href=“http://www.magnapubs.com/catalog/cds/602174-1.html]Charting”>http://www.magnapubs.com/catalog/cds/602174-1.html)</p>
<p>Within the work environment, I thought there were slightly differing rules for a small (ie less than 50 employee) vs large company, especially when it came to defining “reasonable accomodations”. For example (and I am making this up off the top of my head before having my morning cup of coffee, so it may not be a good example), if a qualified quadraplegic applicant applied for a position in a small company, but it would require the company to face major expenses to remodel the office to put countertops, work surfaces, etc all at wheelchair height, would they risk litigation if they didnt hire the candidate and were not able to take on the expenses to remodel the office (even if other aspects of the office or building were already handicapped accessible). Just wondering, as I don’t know the answer to this question.</p>