Exception: Where employee work areas have audible alarm coverage, the notification appliance circuits serving the employee work areas shall be initially designed with not less than 20-percent...
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[F] 907.5.2.3.1 Public and common use areas
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A Technical Assistance Manual on the Employment Provisions (Title I) of the Americans with Disabilities Act
A TECHNICAL ASSISTANCE MANUAL ON THE EMPLOYMENT PROVISIONS (TITLE I) OF THE AMERICANS WITH DISABILITIES ACT EQUAL EMPLOYMENT OPPORTUNITY COMMISSION January 1992 EEOC-M-1A
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The ADA: Your Employment Rights as an Individual With a Disability
The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws...
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§1630.4(a)(1)(ii)
(ii) Hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff, and rehiring;
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Section 1193.33 Information, documentation and training [1193.25 in the NPRM] (Section-by-Section Analysis)
Paragraph (c) requires manufacturers to provide employee training appropriate to an employee's function....
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17. Q: Do I have to create another job for an employee who, because of disability, can no longer perform the essential functions of her job even with reasonable accommodation?
However, the employee must be reassigned to a vacant position for which the individual is qualified if it does not involve a promotion and it would not result in an undue hardship....
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Tax Benefits for Businesses Who Have Employees with Disabilities
Tax Benefits for Businesses Who Have Employees with Disabilities Businesses accommodating people with disabilities may qualify for some of the following tax credits and deductions....
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Section 1630.4 Discrimination Prohibited
Employers can continue to use criteria that are job related and consistent with business necessity to select qualified employees, and can continue to hire employees who can perform the essential...
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Common Use Circulation Paths in Employee Work Areas
Common Use Circulation Paths in Employee Work Areas....
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Healthcare Stories - Carol Gill and Larry Voss Part 3 of 6
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HEALTHCARE STORIES - DENISE SHERER JACOBSON Part 3 of 4
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HEALTHCARE STORIES - DENISE SHERER JACOBSON Part 4 of 4
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Healthcare Stories - Carol Gill and Larry Voss Part 5 of 6
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Healthcare Stories - Ruth Kahn
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HEALTHCARE STORIES - Elizabeth Grigsby Part 2 of 3
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Healthcare Stories - Fred Nisen Part 6 of 6
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HEALTHCARE STORIES - DENISE SHERER JACOBSON Part 2 of 4
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Healthcare Stories - Carol Gill and Larry Voss Part 4
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HEALTHCARE STORIES - Elizabeth Grigsby Part 1 of 3
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Healthcare Stories - Carol Gill and Larry Voss Part 2 of 6
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Healthcare Stories - Carol Gill and Larry Voss Part 6 of 6
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Concerns about Safety
CONCERNS ABOUT SAFETY When it comes to safety concerns, an employer should be careful not to act on the basis of myths, fears, or stereotypes about hearing impairments. Instead,...
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What should I do if my staff do not know how to help a person with a disability transfer or know what the ADA requires my office to do?
Q What should I do if my staff do not know how to help a person with a disability transfer or know what the ADA requires my office to do? Also, I am unsure how to examine someone...
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6. Q: Can I refuse to consider an applicant because of his current use of illegal drugs?
A: Yes, individuals who currently engage in the illegal use of drugs are specifically excluded from the definition of an "individual with a disability" when an employer takes action...
