Based on the provided legal document, the key points are as follows:

1. Discrimination involving a person with a disability is established when the disability is one of the factors that led to the discriminatory act, not necessarily the sole factor (!) (!) .

2. The principle of reasonable accommodation is essential for achieving substantive equality, requiring that disabled individuals be reasonably accommodated based on their capacities. Disability is recognized as a social construct that precedes medical conditions, emphasizing access to facilities and equal participation (!) (!) .

3. When a legal regime is repealed, rights or privileges that have already accrued to individuals or entities under that regime are protected from being affected by the repeal, provided they have done acts to avail those rights, and such rights are specific rather than mere expectations (!) (!) (!) .

4. Exemptions granted under earlier laws or notifications, such as those exempting certain personnel from non-discrimination provisions, only confer privileges when they are actively exercised or acted upon. These privileges do not automatically accrue unless specific acts are performed (!) (!) .

5. The applicability of newer legislation, such as the rights-based disability law, depends on whether rights have been vested or accrued before the repeal or superseding of previous laws. Rights that have not been accrued are generally governed by the current law (!) (!) .

6. The social model of disability under international law and national statutes underscores that discrimination encompasses the failure to provide reasonable accommodation and that such duties are positive obligations of the state and employers (!) (!) (!) .

7. Discrimination claims under the relevant statutes do not require proof that discrimination occurred solely on the basis of disability; it suffices that disability was one of the factors contributing to the act (!) (!) .

8. In cases involving mental health disabilities, the law recognizes that such disabilities can impair an individual's capacity to comply with workplace standards, and discrimination based on conduct linked to mental health conditions can constitute indirect discrimination. The assessment of such conduct must be individualized, considering whether it is causally connected to the disability (!) (!) .

9. The duty of reasonable accommodation is ongoing and prospective, requiring employers and authorities to consider adjustments or alternative arrangements to enable persons with disabilities to participate equally in employment, unless such accommodations cause undue hardship (!) (!) .

10. Disciplinary proceedings against persons with disabilities, including mental health conditions, must be approached with sensitivity, and such proceedings may be discriminatory if they do not account for the disability’s impact on conduct. The proceedings should be conducted in a manner that considers the individual's impairment and potential for reasonable accommodation (!) (!) .

11. The legal framework emphasizes that the rights of persons with disabilities, including those with mental health disorders, are protected under both national and international law, which advocate for equality, non-discrimination, and the provision of reasonable accommodations in the workplace (!) (!) (!) .

12. When assessing whether disciplinary actions are discriminatory, it is sufficient to demonstrate that disability was a contributing factor, not necessarily the sole cause, of the conduct leading to such actions (!) (!) .

13. The recognition of mental health conditions as disabilities entails that employment actions must be carefully scrutinized to ensure they do not disproportionately disadvantage individuals with such disabilities, especially when conduct is causally linked to their impairment (!) (!) .

14. The legal obligations to prevent discrimination and provide reasonable accommodation are rooted in constitutional principles, international treaties, and social justice frameworks, requiring a proportional and individualized approach to each case (!) (!) .

15. Discrimination claims involving mental health disabilities should be approached with sensitivity, recognizing the social and environmental factors that contribute to disability, and ensuring that measures taken are justified, proportionate, and do not impose undue hardship (!) (!) .

These points collectively highlight the importance of nuanced, rights-based approaches to discrimination involving persons with disabilities, particularly those with mental health conditions, emphasizing the need for accommodation, individualized assessment, and protection against indirect discrimination.