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Today I want to talk a little bit about the Americans with Disabilities Act. It is very complicated for employers nowadays to navigate through all the different issues that employees may have, that could be connected with a qualified disability under the law. Just a few tips and best practices: one, you should only request medical information regarding an employee and their need for an accommodation or disability when necessary. So, if an employee’s disability is obvious, for example they’re in a wheelchair, and they’re having problems maneuvering around the floor of a warehouse, you don’t necessarily need medical documentation in order to work with them to figure out if there’s a reasonable accommodation that can be made for that employee to then perform the essential functions of their job. Really important - employers get into trouble when they ask for medical information that they really don’t need. Another best practice is make sure you have basic policies in your employee handbook, make sure employees know, if they believe they need a reasonable accommodation, where to go. And there’s absolutely no tolerance for retaliation, in case any employee asks for an accommodation. Andrew Singer, Tannenbaum Helpern Syracuse & Hirschtritt. Thank you.