161—8.26 (216) Disability discrimination in employment.
	 8.26(1) The term “substantially handicapped person” shall mean any person who has a physical or mental impairment which substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.
	 8.26(2) The term “physical or mental impairment” means:
	  a.   	 Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological; musculoskeletal; special sense organs; respiratory, including speech organs; cardiovascular; reproductive; digestive; genito-urinary; hemic and lymphatic; skin; and endocrine; or
	  b.   	 Any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities.
	 8.26(3) The term “major life activities” means functions such as caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
	 8.26(4) The term “has a record of such an impairment” means has a history of, or has been misclassified as having, a mental or physical impairment that substantially limits one or more major life activities.
	 8.26(5) The term “is regarded as having an impairment” means:
	  a.   	 Has a physical or mental impairment that does not substantially limit major life activities but that is perceived as constituting such a limitation;
	  b.   	 Has a physical or mental impairment that substantially limits major life activities only as a result of the attitudes of others toward such impairment; or
	  c.   	 Has none of the impairments defined to be “physical or mental impairments,” but is perceived as having such an impairment.
	 8.26(6) The term “employer” shall include any employer, as defined in Iowa Code section 216.2(5), and labor organization, or employment agency insofar as their action or inaction may adversely affect employment opportunities.