In October 1995, the EEOC issued enforcement guidance explaining the ADA's rules concerning when an employer may and may not make disability-related inquiries and require medical examinations...
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Why did the EEOC issue this Guidance?
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2. Job Restructuring
However, an employer is not required to reallocate essential functions of a job as a reasonable accommodation....
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Footnotes
to work in competitive integrated employment....
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1630.4(f)
(f) Fringe benefits available by virtue of employment, whether or not administered by the covered entity;...
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§1630.4(a)(1)(vi)
(vi) Fringe benefits available by virtue of employment, whether or not administered by the covered entity;...
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Applicants
The City agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made to the job applicant...
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Applicants
Applicants The Village agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made...
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Applicants
The City agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made to the job applicant...
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Applicants
Applicants The City agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made...
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Applicants
Applicants The City agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made...
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Applicants
Applicants The City agrees that it will not conduct any medical examination or make any disability-related inquiry of a job applicant before an offer of employment has been made...
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What is a “reasonable accommodation”?
Her employer provided her with a stool so that she could sit down at the cash register when necessary....
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Issues Related to the Interactive Process and Return to Work
Issues Related to the Interactive Process and Return to Work If an employee returns from a leave of absence with restrictions from his or her doctor, the employer may ask why the restrictions...
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IMPLEMENTATION AND ENFORCEMENT
actions that occurred prior to the date of this Agreement, the City has violated title I of the ADA by engaging in a pattern or practice of requiring job applicants to submit to unlawful pre-employment...
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12112(c)(2)(C) Determination
.-- For purposes of this paragraph, the determination of whether an employer controls a corporation shall be based on --...
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12112(c)(2)(C) Determination
(C) Determination For purposes of this paragraph, the determination of whether an employer controls a corporation shall be based on...
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1. Federal Laws and Regulations
If a standard is required by another Federal law, an employer must comply with it and does not have to show that the standard is job related and consistent with business necessity....
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ADA Information Sources
materials. 800-514-0301 (voice) 800-514-0383 (TDD) To download information by computer: Electronic Bulletin Board 202-514-6193 Internet Access www.access-board.gov Equal Employment...
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Sensory Impairments
Sensory Impairments: Employers should install lighted fire strobes and other visual or vibrating alerting devices to supplement audible alarms....
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1630.2(e)(1)
The term employer means a person engaged in an industry affecting commerce who has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding...
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Section 1630.15(e) Defense—Conflicting Federal Laws and Regulations
If the alleged discriminatory action was taken in compliance with another Federal law or regulation, the employer may offer its obligation to comply with the conflicting standard as a defense...
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Can a charging party file a charge on more than one basis?
EEOC also enforces other laws that bar employment discrimination based on race, color, religion, sex, national origin, and age (persons 40 years of age and older)....
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Section 1630.2(l) Regarded as Substantially Limited in a Major Life Activity
To illustrate how straightforward application of the “regarded as” prong is, if an employer refused to hire an applicant because of skin graft scars, the employer has regarded the applicant...
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Reasonable Accommodation
Generally, the individual with a disability must inform the employer that an accommodation is needed.(6) There are a number of possible reasonable accommodations that an employer may...