With three lawsuits already filed, the Equal Opportunity Employment Commission (EEOC) has begun "vigorously" (in its words) enforcing the Americans With Disabilities Amendments Act (ADAAA), this despite the fact that final regulations have yet to be issued for the ADAAA.

According to the EEOC, the cases were all filed under the broader definition of "disability" created by the ADA Amendments Act, meaning the alleged violations occurred since the act’s effective date of Jan. 1, 2009.

"We hope that these cases send a clear message that the commission will vigorously enforce the ADA," Jacqueline A. Berrien, the EEOC’s chair, said in a press release.

The cases involve companies’ refusing to offer reasonable accommodations, or even opening discrimination against, employees with cancer, arthritis, hypertension, and diabetes.

Employers, get a copy today of Personnel Concepts’ ADA Amendments Act Compliance Kit so that you can follow the new rules (and the expanded definition of "disability") to keep your business hassle-free and in full compliance with the law.