Americans with Disabilities Act (ADA)

ADA stands for the Americans with Disabilities Act, and it “prohibits discrimination against people with disabilities in several areas, including employment, transportation, public accommodations, communications and access to state and local government’ programs and services” (US Department of Labor – ADA). If you are interested in reading the ADA in full, please visit ada.gov.

The ADA supports the employment of individuals with disabilities in the following ways (all of the following information comes directly from the US Equal Opportunity Employment Commission – ADA Facts Page):

  • “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. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations” (US Equal Opportunity Employment Commission – ADA Facts).
  • 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 or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
  • An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an “undue hardship” on the operation of the employer’s business. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. 
  • An employer generally does not have to provide a reasonable accommodation unless an individual with a disability has asked for one….Once a reasonable accommodation is requested, the employer and the individual should discuss the individual’s needs and identify the appropriate reasonable accommodation. Where more than one accommodation would work, the employer may choose the one that is less costly or that is easier to provide.”
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