81) The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.
82) Individuals diagnosed with HIV/AIDS are not protected from discrimination under the Americans with Disabilities Act, although legislation is being considered.
83) Mental disabilities, such as depression and anxiety disorders, account for the greatest number of claims brought under the ADA.
84) According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.
85) According to GINA, health insurers and employers are prohibited from discriminating based on people's genetic information.
86) To prove sexual harassment, it is necessary to show that the harassment had tangible consequences such as demotion or termination.
87) Due to extensive legislative efforts, most of today's sexual harassment victims complain to their managers and sue their employers rather than quitting their jobs, which was a more common response in the past.
88) Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.
89) The McDonnell-Douglas test is a procedure used by federal agencies to assess disparate impact.
90) The restricted policy approach involves demonstrating that an employer's hiring practices either intentionally or unintentionally exclude members of a protected group.