457(f) and ADA-Disability Payment Trigger

[kgr12]

A tax-exempt has two 457(f) plans for two different executives. One plan has a vesting and payment trigger for disability and the other does not. An attorney for the organization who has no particular specialization in employment law or benefits law is questioning whether the difference is a problem under the Americans with Disabilities Act.

I've never really heard that question posited before. Has anyone else come across this issue?

Thanks!