The Americans with Disabilities Act: An Overview of ADA

large office meeting with a worker in a wheelchair

The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against people with disabilities in all areas of public life, including the workplace. The ADA was enacted in 1990 and significantly expanded the rights of disabled individuals in the United States. In addition to protecting employees from discrimination, the ADA also requires employers to provide reasonable accommodations for employees with disabilities. This blog post will give an overview of what the ADA covers and how it protects employees in the workplace.

What Does the ADA Cover?

The ADA covers various disabilities, including physical, mental, and emotional conditions. Some examples of common disabilities that the ADA covers include the following:

  • Hearing impairments,

  • Blindness,

  • Diabetes,

  • Cancer,

  • Cerebral palsy,

  • HIV/AIDS, and

  • Depression.

To be covered by the ADA, an individual must have a disability that substantially limits one or more major life activities. Additionally, an individual must be regarded as having a disability by their doctor even if they do not actually have a disability. For example, an individual with cancer may be regarded as having a disability if their employer believes that they are not able to perform their job duties due to their condition.

How Does the ADA Protect Employees in the Workplace?

The ADA prohibits discrimination against qualified individuals with disabilities in all aspects of employment, including hiring, firing, promotions, salary negotiations, job training, and benefits. Additionally, the ADA requires employers to provide reasonable accommodations for employees with disabilities unless doing so would impose an undue hardship on the employer. Some examples of reasonable accommodations that the ADA may require include changes to work schedules or locations, modifications to equipment or office layout, and providing assistive technology.

What Should I Do If My Employer Denies My Reasonable Accommodation Request?

If your employer denied your reasonable accommodation request, you should have your case reviewed by an experienced employment law attorney. An attorney can help you determine if you should have qualified for reasonable accommodation and the following steps. If you believe your request was denied due to discriminatory reasons, you can seek compensation for your employer’s wrongdoing.

Our team at Polaris Law Group can help you. Contact us today at (888) 796-4010 to schedule a consultation.

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