The Americans with Disabilities Act (ADA) might well be the most confusing law on the planet. The ADA defines employee disability as a medical condition that substantially limits a major life activity. In the recent Toyota vs. Williams decision, the U.S. Supreme Court interpreted the terms "substantially" and "major life activities" narrowly, thus favoring the employer. To be "substantial," the impact of an impairment must be permanent or long term, causing severe interference with "major life activities" - a term that refers to workers´ lives in general, rather than their specific tasks on a job.
In the Toyota case, the plaintiff claimed that she suffered from carpal tunnel syndrome and other ailments that impeded her work on the assembly line. However, since she was still capable of such day-to-day activities as bathing, gardening, cooking, laundry, and housekeeping, the court found she could perform "major life activities" and was thus not protected by the ADA.
Bear in mind that, despite their high profile, ADA claims have not created significant exposures for employers. Businesses win the vast majority of these claims. Also note that many states, including California, interpret the definition of "disability" differently from the federal standard thereby creating even more confusion. This is an area in which you´d be wise to seek professional assistance.
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