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Americans with Disabilities Act - Focus on Employment

Title I of the ADA governs employment issues. It states:

No covered entity shall discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures; the hiring, advancement, or discharge of employees; employee compensation; job training; and other terms, conditions, and privileges of employment.

Major Employment Provisions

Some Key Definitions

The term disability means:

The term qualified individual with a disability means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.

Reasonable accommodation may include:

See section 6, Job Accommodation, for more information

The term undue hardship means that an action requires significant difficulty or expense. Factors to be considered in determining whether an accommodation would cause an undue hardship include:

In general, a larger employer will be expected to make accommodations requiring greater effort or expense than a smaller employer.

Enforcement

The Equal Employment Opportunity Commission (EEOC), the Federal agency that regulates and enforces other employment discrimination laws, is responsible for enforcing ADA employment provisions.

Important Note

Impact of State and Local Laws and Regulations Concerning Nondiscrimination

This section contains information only on federal laws and regulations. Federal requirements are the baseline standards for nondiscrimination and equal opportunity. State and local laws and regulations may have additional requirements that employers must comply with.

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Related articles

Resources on the Americans with Disabilities Act

Related links

The federal Equal Employment Opportunity Commission (EEOC)

U.S. Dept. of Justice ADA hotline