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This means that the employer views or treats an employee as disabled when they are not.
For instance, if the employer thinks the employee is a liability because of their health condition, the employee may get protection under the ADA.
Sometimes an employer can be required to reassign the employee to another job within the employee's medical restrictions.Reasonable accommodations can include things such as: making existing facilities used by employees readily accessible to individuals with disabilities; job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition or modifications of equipment; appropriate adjustment or modifications of examinations or training materials or policies; and/or, providing qualified readers or interpreters.Keep in mind that the employer may be responsible for providing these accommodations even if the employee is not actually disabled and the employer merely treats them as such.There are federal regulations which state the criteria that employers should follow.These are contained at the EEOC (Equal Employment Opportunity Commission) website.
A person in a wheelchair, an employee who is deaf, an employee who is blind, would automatically be considered disabled under the law.