The Americans With Disabilities Act (ADA)

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About 50% of American adults have at least one chronic condition which, by law, are disabilities even if they are not legally classified (77). They may or may not be visible. Some may be considered worse than others. To that end, a disability can cause non-disabled people to undervalue and even ignore the contributions of the disabled (Snyder, Carmichael, Blackwell, Cleveland, & Thornton, 2010, p. 7).
I. AREA OF LAW TO BE ADDRESSED:
The Americans with Disabilities Act (ADA) is a federal law makes it illegal to discriminate against qualified individuals with disabilities. Individuals with disabilities are defined as those who have impairments that substantially limit a major life activity, have a record of a substantially limiting impairment, …show more content…

Individuals who are deaf or have a hearing impairment may be protected from discrimination by the Americans with Disabilities Act. Applicants and employees are protected from actions against them because of a disability, history of disability, or the perception of having a disability. To be protected, applicants and employees must be qualified for the position and able to perform its fundamental job duties, with or without a reasonable accommodation. If covered by the ADA, an employer may not discriminate against an individual because of the hearing impairment. Additionally, covered individuals are entitled to reasonable accommodations, which are modifications to the job or workplace that allows an employee to do the job despite the disability. The ADA requires reasonable accommodations to ensure equality in the application process, to give an employee the opportunity to do the job, and to ensure equal access to employment (Americans With Disabilities Act of 1990, 1990). However, an employer does not need to provide a reasonable accommodation if it would cause undue …show more content…

Pre-employment medical tests are usually not appropriate and can be the basis for discrimination lawsuits against employers. Rejected applicants can claim discrimination if the employer cannot prove they are, in fact, a safety risk. Sometimes they are appropriate and even necessary to guarantee employee safety in the workplace. They can be used to detect conditions that may lead to injuries on the job, especially if these conditions may be exacerbated by the job. If the information is not for discriminatory purposes, medical tests are not against the law. However, they should be focused on the applicant’s ability to do the job. Additionally, they must be given to all applicants, be reliable, valid, and free of

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