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Your Employment Rights as an Individual with a disability

The Americans with Disabilities Act (ADA) of 1990 makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in state and local government services, public accommodations, transportation, and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission (EEOC) and state and local civil rights enforcement agencies that work with the Commission.   -MORE

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Full Text    The Americans with Disabilities Act of 1990, Titles I and V   -MORE

ADA Questions and Answers

Barriers to employment, transportation, public accommodations, public services, and telecommunications have imposed staggering economic and social costs on American society and have undermined our well-intentioned efforts to educate, rehabilitate, and employ individuals with disabilities. By breaking down these barriers, the Americans with Disabilities Act will enable society to benefit from the skills and talents of individuals with disabilities, will allow us all to gain from their increased purchasing power and ability to use it, and will lead to fuller, more productive lives for all Americans. -MORE

Facts About the Americans with Disabilities Act

Title I of the Americans with Disabilities Act of 1990, which took effect July 26, 1992, 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. 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.

A qualified employee or applicant with a disability is an individual who, with or without reasonable 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 modifying examinations, training materials, or policies, and providing qualified readers or interpreters.  -MORE

Employer's Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA) Part 1

 What is the ADA?
The ADA is a federal civil rights law that was passed in 1990 and went into effect beginning in 1992. Its purpose is to protect people with disabilities from discrimination in employment, in the programs and activities offered by state and local governments, and in accessing the goods and services offered in places like stores, hotels, restaurants, football stadiums, doctors' offices, beauty parlors, and so on. The focus of this guide is Title I of the ADA, which prohibits discrimination in employment and requires employers to provide reasonable accommodations for employees with disabilities.-MORE

Employer's Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA) Part 2

REASONABLE ACCOMMODATIONS FOR APPLICATIONS AND JOB INTERVIEWS

A. Job Advertisements and Applications
B. Job Interviews
C. Post Job Offer

II. REASONABLE ACCOMMODATIONS FOR APPLICATIONS AND INTERVIEWS

The ADA applies to all aspects of employment, including job advertisements, job applications, job interviews, and post-offer medical examinations. Although many of the ADA rules that apply to applicants and new-hires are the same as the rules for employees, there are some differences. This section discusses the differences. -MORE

Employer's Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA) Part 3

III. REASONABLE ACCOMMODATION FOR EMPLOYEES

A. Policies and Procedures
B. Accommodation Requests
C. Determining Effective Accommodations
D. Accommodation Issues

1. Work-site Accessibility
2. Job Restructuring
3. Modified Work Schedules and Leave
4. Modified Policies
5. Equipment and Services

III. REASONABLE ACCOMMODATION FOR EMPLOYEES

One of the key non-discrimination requirements of Title I of the ADA is the obligation to provide reasonable accommodation for employees with disabilities. This section provides information about what policies and procedures might be useful, how to recognize and handle accommodation requests, how to determine effective accommodations, and what types of accommodations might be reasonable.- MORE

Employer's Practical Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA) Part 4

IV. REASONABLE ACCOMMODATION FOR EMPLOYEES ON LEAVE AND FORMER EMPLOYEES

A. Health and Disability Insurance
B. Bonuses and Promotions
C. Reductions in Force and Layoffs

IV. REASONABLE ACCOMMODATION FOR EMPLOYEES ON LEAVE AND FORMER EMPLOYEES

The ADA requires employers to provide accommodations to ensure that employees with disabilities receive equal benefits of employment. For employees on leave and former employees, benefits of employment may include health and disability insurance, job protection, and bonuses and promotions. -MORE