 | |  | |  | |  | |  | |  | |  |
|
| 1150 Connecticut Ave., N.W., Suite 315, Washington, D.C. 20036 | (202) 223-0723 | (202) 223-9677 [fax] |
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:
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.
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.
| & |
WILDER, P.C.
BAPTISTE