Oklahoma Disabilities (ADA) laws & HR compliance analysis

Oklahoma Disabilities (ADA): What you need to know

The Oklahoma Anti-Discrimination Act prohibits employment practices that discriminate based on disability or genetic test results. The Act covers all private employers and all state and government agencies (OK Stat. Tit. 25 Sec. 1101 et seq.).
A contractor or subcontractor furnishing material or performing work for the state and agents of that person is also covered by the Act (OK Stat. Tit. 25 Sec. 1301).
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The term "individual with a disability" means 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 an impairment (OK Stat. Tit. 25 Sec. 1301). Under the guidelines issued by the Oklahoma Human Rights Commission, the phrase "substantially limits" means the degree that the impairment affects employability. Therefore, an individual with a disability who is likely to experience difficulty in securing, retaining, or advancing in employment would be considered substantially limited (OK Admin. Code Sec. 335 Sec. 15-9-1).
Qualified person with a disability. According to guidelines issued by the Commission, a person with a disability is qualified if he or she can perform the essential functions of the job in question, with reasonable accommodation (OK Admin. Code Sec. 335:15-9-1).
The Act requires employers to provide reasonable accommodation for a person's disability, unless to do so would impose an undue business hardship. Reasonable accommodation can include job restructuring, modified work or attendance schedules, purchase of special assisting devices, or modification of equipment, worksites, or common areas.
Undue hardship. Undue hardship is determined ...

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