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Disabilities Subject to Correction Not Protected by ADA

Under the Americans with Disabilities Act, whether an impairment "substantially limits" one or more major life activities is assessed with reference to mitigating measures (in this case, medication for high blood pressure). That means someone whose disability is substantially corrected can still be fired for it without having a remedy under the ADA. If the person is "regarded as" disabled, he or she may still sue under the ADA, but disqualification from a single job (here, truck driving) does not amount to being regarded as disabled; the plaintiff must be regarded as unable to perform a "class of jobs" to fall under that rubric. See: Murphy v. United Parcel Service, Inc., 119 S.Ct. 2133 (1999).

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Related legal case

Murphy v. United Parcel Service, Inc.