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 use of a cafeteria or social events

The ADA does not interfere with your right to hire the best qualified applicant. 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

More Resources for Employers

What is Employment Disability Discrimination?

Reasonable Accommodation

Questions and Answers on the ADA Amendments Act

Workers' Compensation and the ADA: Who is Covered?

Workers' Compensation and the ADA: Medical Inquiries