Employers must provide reasonable accommodations to applicants or employees who make their disabilities known and request accommodation. Employers aren’t required to make any accommodation that would cause undue hardship to their business. Employers also aren’t required to provide a reasonable accommodation or a reasonable modification of policies, practices, or procedures to employees who meet the disability definition solely because they are regarded as disabled.
Reasonable accommodations include job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, and policies; and providing qualified readers, taped texts, auxiliary aids and services, or interpreters.
Reasonable accommodations cause undue hardship if they require significant difficulty or expense in terms of the nature and cost of accommodations; affect facilities’ overall financial resources and based on the size; number, type, and locations of facilities; the type of operations, including workforce composition, structure, and functions; and relationship of affected facilities.
Under Title I of the Americans with Disabilities Act (ADA), employers, including state and local governments, with 15 or more employees, are prohibited from discriminating against people with disabilities. Title I protects qualified individuals with disabilities in several areas, including job application procedures, hiring, firing, advancement, compensation and job training. It is also unlawful to retaliate against someone for opposing employment practices that discriminate based on disability, or for filing an ADA discrimination charge. The Office of Federal Contract Compliance Programs (OFCCP) shares enforcement authority for Title I of the ADA with the U.S. Equal Employment Opportunity Commission (EEOC), which has primary responsibility for enforcing the employment provisions of the law. (Note: Federal employees and job applicants are covered by Section 501 of the Rehabilitation Act of 1973 instead of the ADA.
Specific provisions for the state of Arizona.
Employers must provide reasonable accommodations to applicants or employees who make their disabilities known and request accommodation. Employers aren’t required to make any accommodation that would cause undue hardship to their business. Employers also aren’t required to provide a reasonable accommodation or a reasonable modification of policies, practices, or procedures to employees who meet the disability definition solely because they are regarded as disabled.
Reasonable accommodations include job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, and policies; and providing qualified readers, taped texts, auxiliary aids and services, or interpreters.
Reasonable accommodations cause undue hardship if they require significant difficulty or expense in terms of the nature and cost of accommodations; affect facilities’ overall financial resources and based on the size; number, type, and locations of facilities; the type of operations, including workforce composition, structure, and functions; and relationship of affected facilities.
Under Title I of the Americans with Disabilities Act (ADA), employers, including state and local governments, with 15 or more employees, are prohibited from discriminating against people with disabilities. Title I protects qualified individuals with disabilities in several areas, including job application procedures, hiring, firing, advancement, compensation and job training. It is also unlawful to retaliate against someone for opposing employment practices that discriminate based on disability, or for filing an ADA discrimination charge. The Office of Federal Contract Compliance Programs (OFCCP) shares enforcement authority for Title I of the ADA with the U.S. Equal Employment Opportunity Commission (EEOC), which has primary responsibility for enforcing the employment provisions of the law. (Note: Federal employees and job applicants are covered by Section 501 of the Rehabilitation Act of 1973 instead of the ADA.
