Disabilities (ADA) laws & HR compliance analysis

Disabilities (ADA): What you need to know

Title I of the ADA prohibits employers from discriminating against a qualified individual based on disability. It applies to private employers with 15 or more employees, state and local governments, employment agencies, and labor organizations. The ADA requires employers to provide reasonable accommodation to a qualified individual with a disability, unless doing so would impose an undue hardship on the operation of the employer's business (42 USC 12102 et seq.).
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Federal employees. Section 501 of the Rehabilitation Act prohibits federal employers from discriminating against qualified individuals on the basis of a disability and requires affirmative action by federal government employers (29 USC 791). The ADA's standards apply to claims by federal employees alleging employment discrimination that does not involve affirmative action.
Temporary employers. According to the Equal Employment Opportunity Commission (EEOC), both temporary staffing firms and their clients may be considered employers under the ADA, depending on the control exercised over the individual by each employer.
The ADA prohibits disability discrimination in the full range of employment and personnel practices, such as recruitment, hiring, rates of pay, promotions, and selection for training. To be protected by the ADA, an individual must have a disability, and the individual must be qualified to perform the essential functions of the job in question, with or without a reasonable accommodation. The ADA also prohibits an employer from discrimination based on an applicant's or employee's known association with a person who has a known disability.
The ADA does not interfere with an employer's right ...

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