Although both the New Jersey Law Against Discrimination (LAD) and the federal Americans with Disabilities Act (ADA) prohibit disability and perceived disability discrimination in the workplace, the LAD definition of "disability" is significantly broader than is the federal ADA definition. As a result, many employers have assumed – often correctly – that virtually any medical condition may constitute a covered disability under the LAD, triggering that law's reasonable accommodation obligations and termination precautions. On June 7, 2023, in Guzman v. M. Teixeira International, Inc., the New Jersey Appellate Division showed a willingness to limit the LAD's seemingly boundless definition of "disabled," ruling against an employee alleging a perceived disability claim involving COVID-19.
The Differing Definitions of "Disability" Under Federal and New Jersey Law
Under both the ADA and LAD, covered employers are prohibited from discriminating against qualified individuals on the basis of a physical or mental disability with regard to employment and its...
Reform UK, led by Nigel Farage, has emerged as a major force in UK politics in recent years – pushing anti-net-zero policies, alongside vehement opposition to immigration. The hard-right populist ...