When analyzing employment laws, it also important to know what the lawsexcludefrom coverage. For example, the Americans with Disabilities (ADA) does protect people with a history of addictions; however, it explicitly excludes those who are currently abusing alcohol or drugs. In fact, employees can and should be disciplined if they are drinking on the job. Most companies prohibit this and it is terminable offense. In my past, I've had to terminate the employment of a utility worker for drinking while on company time. He even had alcohol on his breath during the meeting where he was dismissed.

Questions to all:

What other issues are excluded from the ADA?

How might managers or human resources professionals deal individuals who request a reasonable accommodation under ADA?

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