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The article discusses the Americans With Disabilities Act Amendments Act (ADAAA) which went into effect in the U.S. on January 1, 2009. As explained, ADAAA provided a more expansive interpretation of the definition of disability than under the original Act. It explains how the ADAAA did not change the actual definition of disability, but has expanded what are considered major life activities, citing caring for oneself, performing manual tasks, and hearing as examples.

The article offers guidelines on the documentation of employee problems and discipline. It is inferred that documentation of employee problems is essential to defend against a wrongful termination or discrimination claim. The essential elements of a written warning are highlighted which include the employee's name, the date of the incident and the names of all witnesses.

The article discusses the factors that businesses should look into when developing social media guidelines and policies for the workplace. According to the author, policies prohibiting the disclosure of confidential or proprietary business information and trade secrets should apply to the use of social media by employees. She states that this is particularly important for sectors like banking and medical. She adds that social media policies should encompass bullying and retaliation.