Employers' Responsibilities Under the ADA.

Title I of the Americans with Disabilities Act of 1990 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 and compensation
  • job training 
  • other conditions, and privileges of employment such as the use of a cafeteria or social events

The ADA does not interfere with your right to hire qualified applicants. Nor does the ADA impose any affirmative action obligations. The ADA simply prohibits you from discriminating against a qualified applicant or employee because of disability.

Who is Protected?

Title I of the ADA protects qualified individuals with disabilities from employment discrimination.

Under the ADA, a person has a disability if he or she has a physical or mental impairment that substantially limits a major life activity. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, breathing, performing manual tasks, walking, caring for oneself, learning or working.

The ADA also protects individuals who have a record of a substantially limiting impairment, and people who are regarded as having a substantially limiting impairment.

-This information is from the EEOC website article: The ADA: Your Responsibilities as an Employer


Employment Resources

Great Plains ADA Center Fact Sheets

Accessible Telework and Remote Meetings

Definition of a Disability Under the ADA

Job Coaching as a Reasonable Accommodation

Job Descriptions, Announcements, and Applications

Reasonable Accommodation and Undue Hardship

Service Animals in the Workplace

Summary of the ADA and Employee Conduct and Performance Standards

General Employment Info

The ADA: Your Responsibilities as an Employer (EEOC)

The ADA: Your Employment Rights as an Individual with a Disability (EEOC)

Hiring Process

Recruiting, Hiring, and Retaining People with Disabilities (pdf)

Job Applicants and the ADA (EEOC)

Reasonable Accommodation

The Mental Health Provider's Role in a Client's Request for a Reasonable Accommodation

Review of Issues Relating to Accessible Parking and the Workplace Under the ADA

Small Employers & Reasonable Accommodation

Work at Home/Telework as a Reasonable Accommodation (EEOC)

Supervision

Performance & Conduct Standards to Employee with Disabilities
 

Employment, the ADA, and COVID-19 Resources

EEOC

EEOC Webinar: Questions About Nondiscrimination Laws and the COVID-19 Pandemic (Q & A  for Employers)

Pandemic Preparedness in the Workplace and the Americans with Disabilities Act

EEOC Answers Employers' COVID-19 Related Questions  (Excellent summary by JD Supra)

US Department of Labor

COVID-19 and the Family and Medical Leave Act Questions and Answers (Dept. of Labor)

COVID-19 and the American Workplace  (Dept. of Labor)
This page compiles Fact Sheets and Q & As for the Temporary Rule: Paid Leave under the Families First Coronavirus Response Act