The ADA Amendments Act (ADAAA) significantly expanded what constitutes a disability. This month, the EEOC clarified how the ADA applies to applicants and employees with cancer, diabetes, epilepsy, and intellectual disabilities. The EEOC’s guidance also identifies certain ADA compliance issues employers face daily, like when an employer can obtain medical information from applicants and employees, what types of accommodations are reasonable, how an employer should handle safety concerns, and how an employer can prevent and correct disability-based discrimination. The guidance should help employers navigate the largely untested waters of the ADAAA.