Definition of a Disability

The Americans with Disabilities Act (ADA) contains a three-prong definition of disability [29CFR 1630.1 (g)]. With respect to an individual, disability means

  1. A physical or mental impairment that substantially limits one or more major life activities or
  2. Having a record of such impairment or
  3. Being regarded as having such an impairment.

The First Prong

To determine whether an individual has a physical or mental impairment that substantially limits one or more major life activities, three inquiries are necessary:

  1. Does the person have a physical or mental impairment?
  2. If the answer to Question 1 is “yes,” does the impairment substantially limit one or more major life activities other than the life activity of walking?
  3. If the answer to Question 2 is “no,” does the impairment substantially limit the major life activity of working?

The Second Prong

The second part of the disability definition – having a record of disability – includes those who have a record of a physical or mental impairment that substantially limits a major life activity. This generally includes two groups of people: those who have recovered and therefore have a history of an impairment and those who have been misclassified as having an impairment. Persons with histories of mental or emotional illness, heart disease, or cancer are common examples among the first group; those who have been misclassified as being mentally retarded are a common example of the second group.

The second part of the disability definition is satisfied if an employer relies on a record that shows that the individual has had an impairment that would substantially limit one or more major life activities. There are many types of records that could potentially contain this information, including school, medical, or employment records.

The Third Prong

The third prong of the definition provides that an individual is considered disabled under the ADA if that individual is regarded by the employer as having an impairment. These include

  1. Those whose impairments are not necessarily limitations, but who are treated by employers as being limited or as being more limited than they really are – for example, someone who is rejected for a job because he or she has a visual impairment that is corrected by eyeglasses.
  2. Those whose impairment has become limitations only because of the prejudicial attitudes of others – for example, a burn victim who is disfigured.
  3. Those who have no actual impairment but are mistakenly treated as having one – for example, when it is feared that an individual who had cancer 20 years ago will have a recurrence.

The dignity of people with disabilities must be maintained at all times. It is not the role of those working with people with disabilities to mother or patronize them. There is a fine line between a person who simply needs more assistance and a person who is dependent. Therefore, the Holy Spirit can be our best guide. Individuals who work in disabilities ministries may find it beneficial to consult with family agencies and professionals in order that the highest quality of Christ-centered service can be provided.