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Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments,
employment agencies and labor unions from discriminating against qualified individuals with disabilities in job
application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions,
and privileges of employment. The ADA covers employers with 15 or more employees, including state and local
governments. It also applies to employment agencies and to labor organizations. The ADA's nondiscrimination
standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and
its implementing rules.
accommodation, can perform the essential functions of the job in question. Reasonable accommodation may
include, but is not limited to:
employment agencies and labor unions from discriminating against qualified individuals with disabilities in job
application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions,
and privileges of employment. The ADA covers employers with 15 or more employees, including state and local
governments. It also applies to employment agencies and to labor organizations. The ADA's nondiscrimination
standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and
its implementing rules.
An individual with a disability is a person who:
- * Has a physical or mental impairment that substantially limits one or more major life
activities;
- * Has a record of such an impairment; or
- * Is regarded as having such an impairment.
accommodation, can perform the essential functions of the job in question. Reasonable accommodation may
include, but is not limited to:
- * Making existing facilities used by employees readily accessible to and usable by persons
with disabilities.
- * Job restructuring, modifying work schedules, reassignment to a vacant position;
* Acquiring or modifying equipment or devices, adjusting or modifying examinations, training
materials, or policies, and providing qualified readers or interpreters.
An employer is required to make a reasonable accommodation to the known disability of a qualified
applicant or employee if it would not impose an "undue hardship" on the operation of the employer's
business. Undue hardship is defined as an action requiring significant difficulty or expense when
considered in light of factors such as an employer's size, financial resources, and the nature and
structure of its operation. An employer is not required to lower quality or production standards to make an
accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing
aids.
Click here for more information on the ADA.
The Equal Employment Opportunity Commission (EEOC) has enforcement authority for the ADA.
Click here for an explanation on how to file a charge with the EEOC.
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WILDER, P.C.
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