Accomodating employees with

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Some individuals with diabetes, however, choose to disclose their condition because they want their co-workers or supervisors to know what to do if they faint or experience other symptoms of hypoglycemia (low blood sugar), such as weakness, shakiness, or confusion.

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Without enough insulin, the glucose stays in the blood.

Although diabetes cannot be cured, it can be managed.

As a result of changes made by the ADAAA, individuals who have diabetes should easily be found to have a disability within the meaning of the first part of the ADA's definition of disability because they are substantially limited in the major life activity of endocrine function.

Additionally, because the determination of whether an impairment is a disability is made without regard to the ameliorative effects of mitigating measures, diabetes is a disability even if insulin, medication, or diet controls a person's blood glucose levels.

With Type 2 diabetes, the more common type, the body does not make or use insulin well.

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Some women develop a type of diabetes called gestational diabetes during pregnancy when their bodies are not able to make and use all the insulin it needs, but may not have diabetes after giving birth.

This strategy includes an anti-harassment or anti-discrimination policy, disability accommodation policies, a complaint resolution procedure, and on-going educational programs for employees.

The Americans with Disabilities Act (ADA), which was amended by the ADA Amendments Act of 2008 ("Amendments Act" or "ADAAA"), is a federal law that prohibits discrimination against qualified individuals with disabilities.

Policy Considerations Employers are responsible for dealing effectively, quickly and fairly with situations involving claims of harassment or discrimination.

An employer can be held liable where they or staff members in authority do not act to end discrimination or harassment in the workplace.


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