What is the ADA? The ADA is a federal law prohibiting discrimination based on disability. ADA generally applies to employers with 15 or more workers for a period of at least 20 weeks. This guide explains the do's and don'ts for ADA in various areas of your business.
Ensure that the job application process, including all testing methods, enables qualified disabled applicants to apply for jobs and be fairly considered.
Accommodate disabled workers by making appropriate changes to the work environment so that they can perform essential job functions.
Equal Benefits and Privileges
Guarantee that all benefits and privileges of employment are equally available to (and usable by) disabled employees.
Communication and Documentation
Communicate with employees about reasonable accommodations, and document those communications.
Post notices of the rights granted by the ADA in a conspicuous place.
No Pre-Hiring Medical Exams
Do not conduct medical examinations of job applicants until after they've been offered the job.
No Segregation of Work Space
Do not separate disabled workers from other workers or ask them to work at home.
No Inquiry into Disability
Do not ask job applicants if they have a disability, and do not ask them to describe the details of the disability.
No Retaliation or Punishment
Do not punish, transfer, discipline or negatively evaluate any employee who makes an ADA complaint or cooperates in another employee's ADA action.
Make No Assumptions
Do not assume that a disabled employee cannot perform a job without first exploring what reasonable accommodations can be made without excessive cost, lower performance standards or re-structuring of the job.