The Americans with Disabilities Act (ADA) is the disability related law with which many Americans are most familiar. One part of the ADA, Title I, 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, job assignments, pay, benefits, job training, and other employment practices. This part of the law also requires that employers and other specified persons and organizations provide reasonable accommodation for a known disability of a qualified applicant or employee if it would not impose an “undue hardship” on the operations of the employer’s business. Other parts of the ADA apply to state and local government services and employment, public accommodations, transportation, and telecommunications. The Equal Employment Opportunity Commission (EEOC) has primary responsibility for enforcing the employment-related portions of the ADA, although other Federal agencies, such as DOL’s Office of Federal Contract Compliance Programs (OFCCP), also have responsibilities under those portions of the law.
Posted in: Hiring & Managing Employees