Discrimination and Accommodations Policies in the Workplace Enacted in 1990, the Americans with Disabilities Act (ADA) grants people with disabilities rights to fair housing, education, public transportation, public accommodations, telecommunications and employment. Businesses are prohibited from discriminating against individuals with disabilities and must make reasonable accommodations for recruits and workers. ADA covers businesses, organizations and government agencies that employ 15 or more workers, labor unions and employment agencies. Definition of Disability Under the ADA To qualify for ADA protection, the worker must have a medical condition that meets the definition of “disability,” including: A physical or mental impairment that substantially limits one or more major life activities A history of a physical or mental impairment that substantially limits one or more major life activities Regarded as having a disability by others Because the ADA does not specifically name impairments that are covered by the legislation, the line as to what constitutes a disability can sometimes be up for debate. The main factor is whether the medical condition places substantial limitations on a major life activity. Discriminatory Conduct Businesses are prohibited from discriminating against workers with disabilities when making employment decisions, such as: Recruitment and hiring Termination Wages Benefits, including health and retirement Training opportunities Work conditions Shifts, projects or assignments In addition, businesses are responsible for harassment of individuals with disabilities and must respond to grievances and take action to stop harassment and discrimination by coworkers, supervisors and clients. Reasonable Accommodations The cornerstone of the ADA is the reasonable accommodation […]Read More
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