Indiana ADA: What you need to know
Indiana's Civil Rights Law and Employment Discrimination Against Disabled Persons Act prohibit employment practices that discriminate on the basis of disability (IN Code Sec. 22-9-1-1 et seq. and Sec. 22-9-5et seq.). The Civil Rights Law applies to employers with six or more employees, and the Employment Discrimination Against Disabled Persons Act covers employers with 15 or more employees.
Employers with 15 or More Employees
The Employment Discrimination Against Disabled Persons Act defines "disability" as a physical or mental impairment that substantially limits at least one of the major life activities of the individual, a record of such an impairment, or being regarded as having such an impairment. The Indiana Civil Rights Commission excludes the following from its definition of "disability":
- Transvestism, transsexualism, pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders
- Compulsive gambling, kleptomania, or pyromania
- Psychoactive substance use disorders resulting from current illegal use of drugs (910 IN Admin. Code Sec. 3-2-4)
A "qualified person with a disability" is an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that the individual holds or desires (IN Code Sec. 22-9-5-16). Consideration is given to the employer's judgment of the essential functions of the job, and employers are advised to prepare and maintain a job description that accurately reflects the essential functions of each job.
Reasonable accommodation. Employers with 15 or more employees are required to make reasonable ...
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Indiana ADA Resources
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