Obese is generally defined as at least 30 to 40 pounds overweight. Severely obese is considered to be at least 60 pounds overweight.
We have an employee who is unable to perform some of his essential job requirements because of physical limitations due to his weight. Do we need to provide him with an accommodation?
Given that almost one-third of the U. Whether obesity falls under the Americans with Disabilities Act is a hotly debated issue.
Employers must juggle the cost and resources of providing accommodations with the desire to create a comfortable environment for all employees and avoid discrimination claims. Although the Equal Employment Opportunity Commission views morbid obesity as protected under the ADA, some courts have held that morbid obesity alone, in the absence of an underlying physiological condition, is not protected under the ADA.
Nevertheless, the EEOC has brought several lawsuits in recent years on behalf morbidly obese individuals. In another case, a forklift operator in Texas requested a seat belt extender in order to perform his job safely.
In addition to ADA considerations, companies must also consider individual state laws, which may prohibit discrimination based on obesity or require employers to make accommodations for obese employees to enable them to perform the essential functions of their job.
Likewise, New Jersey courts have found that actual or perceived morbid obesity is a protected disability under the New Jersey Law Against Discrimination. Employers also need to be mindful of protecting employees from harassment based on their weight.
According to a recent study, obese employees are times more likely to experience workplace discrimination. The safest path to avoid liability is to treat requests for accommodations from employees whose morbid obesity prohibits them from performing their essential job functions the same as a request for an accommodation from an employee with another form of disability.
If the requested accommodation would impose a more serious hardship on the employer, however, and the employer wishes to challenge whether the obese employee is disabled, the employer should assess the whether the specific employee is rendered disabled by his or her morbid obesity, i.
Keep in mind that morbidly obese employees often suffer from other medical conditions. If this analysis leads to the conclusion that the employee is disabled, then the employer is required to engage in the interactive process with the employee to determine whether there is a reasonable accommodation that would enable the employee to perform the essential functions of his or her job without causing an undue hardship to the employer.
Employers would be wise to take precautions to ensure that the workplace is free from harassment based on all disabilities, including morbid obesity.Click here for slides on this topic ADA Guidelines Published annually in the journal Diabetes Care, the American Diabetes Association (ADA) guidelines are diabetes-related clinical practice recommendations covering diabetes diagnosis, diabetes treatment, and diabetes management.
The EEOC’s position that morbid obesity is a disability, and state laws that draw the same conclusion, mean that employers who wish to challenge morbid obesity as a covered disability face a.
Obesity is a medical condition in which excess body fat has accumulated to the extent that it may have an adverse effect on health. It is defined by body mass index (BMI) and further evaluated in terms of fat distribution via the waist–hip ratio and total cardiovascular risk factors. BMI is closely related to both percentage body fat and total body fat.
Obesity is a substantial public health crisis in the United States, and internationally, with the prevalence increasing rapidly in numerous industrialized nations.
 A report from the National Center for Health Statistics stated that in US individuals aged 20 years or older, the prevalence of obesity rose steadily from % in to % for the period January-September GUIDELINES for the Use of Sedation and General Anesthesia by Dentists Adopted by the ADA House of Delegates, October I.
INTRODUCTION The administration of local anesthesia, sedation and general anesthesia is an. Number: Policy. Note: Most Aetna HMO and QPOS plans exclude coverage of surgical operations, procedures or treatment of obesity unless approved by r-bridal.com Aetna plans entirely exclude coverage of surgical treatment of obesity.
Please check benefit plan descriptions for details.