Ohio Disabilities (ADA) laws & HR compliance analysis

Ohio Disabilities (ADA): What you need to know

The Ohio Fair Employment Practice Law prohibits employment practices that discriminate on the basis of disability. The law covers private employers with four or more employees and all state and local government agencies, regardless of size (OH Rev. Code Sec. 4112.01 et seq.).
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The term “disability” is defined as a physical or mental impairment that substantially limits one or more major life activities, including caring for one's self, performing manual tasks, walking, seeing, hearing, and working (OH Rev. Code Sec. 4112.01(A)(13)). The definition also includes a record of an impairment, or being regarded as having an impairment.
Physical or mental impairment. An impairment includes any of the following:
• Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting body systems, such as the neurological, musculoskeletal, cardiovascular, reproductive, and digestive systems
• Any mental or psychological disorder, such as intellectual disability, organic brain syndrome, emotional or mental illness, and specific learning disabilities
• Diseases and conditions such as orthopedic, visual, speech and hearing impairments, cerebral palsy, autism, epilepsy, muscular dystrophy, multiple sclerosis, cancer, heart disease, diabetes, human immunodeficiency virus (HIV) infection, intellectual disability, emotional illness, drug addiction, and alcoholism
The following are expressly excluded from the definition of impairment:
• Homosexuality and bisexuality
• Transvestism and transsexualism
• Pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders
• Compulsive gambling, kleptomania, or pyromania
• Psychoactive substance use disorders resulting from current use of illegal drugs or alcohol

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