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Abstract

The Rehabilitation Act and the Americans with Disabilities Act prohibit discrimination against applicants and employees with disabilities. Following the elements of a prima facie claim of discrimination, this legal brief explores the conditions under which obesity has been deemed a disability. Although obesity is not generally considered a disabling impairment, plaintiffs have successfully brought obesity-related claims based on a rarely implicated definition of disability. The so-called regarded as definition protects those who are not substantially limited by any condition but are subjected to discrimination based on the perception that they are limited by a physical or mental impairment. Although employers have faired well in such obesity-related discrimination claims, a review of federal case law suggests that public human-resource managers are advised to adopt a strategy that reduces the likelihood of obesity-related discrimination, as it is more desirable to avoid potentially litigious behavior than to emerge victorious in court.

Keywords

obesity disability discrimination Americans with Disabilities Act wellness programs

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The Legal and Managerial Challenge of Obesity as a Disability

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