Whom does the ADA protect from discrimination?
What are considered "disabilities" under the ADA?
What are some examples of disabilities covered under the ADA?
What are some examples of major life activities?
Would I be considered an individual with a disability who's "qualified" under the ADA?
If I'm a qualified individual with a disability, do I have an advantage over non-disabled applicants in getting a job?
Does an employer have to make accommodations for qualified employees with disabilities?
What are some examples of reasonable accommodations?
If I can't perform an essential job function, does my employer have to reallocate this function to someone else to reasonably accommodate me?
Can my employer use health and safety as a reason not to hire a qualified individual with a disability?
Can disabled employees be held to the same attendance standard as non-disabled employees?
Can my employer conduct drug testing under the ADA?
Does my employer have to let disabled employees know the ADA requirements?
Qualified individuals with disabilities are protected from employment discrimination.
Disabilities that impair you mentally or physically so that it substantially limits a major life activity.
A: There are many different types of disabilities covered by the ADA. Some examples include:
Some examples of major life activities include breathing, speaking, seeing, hearing, learning, working and caring for oneself.
You have to meet the requirements of your job or the job you seek to be considered qualified. Education, experience and skill are all considered, including your ability to perform the essential functions of the job.
Employers are entitled to pick the best applicant for the job, regardless if she's disabled or not.
Employers must make reasonable accommodations to help qualified disabled applicants or employees apply for a job or perform job functions that are essential.
A: There are a wide-variety of accommodations that employers can make that can be considered reasonable. Each accommodation must be specific to each particular work situation. Some examples include:
Your employer doesn't have to reallocate this essential function to reasonably accommodate you.
Yes, if your employer can't eliminate the risk to health and safety of the disabled individual or others with a reasonable accommodation.
Employers can have the same attendance policies for all employees, no matter if they're disabled or not. However, an employer may have to allow certain adjustments in the leave policy to reasonably accommodate a disabled individual.
Your employer can conduct drug testing and base employment decisions on the results of the tests.
Your employer must post a notice explaining the ADA provisions that's made accessible to disabled individuals.