Disability discrimination law: Employers must make reasonable accommodations for employees’ and applicants’ known physical or mental disabilities. Employers can engage in an interactive process with employees and applicants to identify effective reasonable accommodations. Reasonable accommodations can include making existing facilities readily accessible to employees with disabilities, modifying work schedules, obtaining special equipment, restructuring jobs, reassigning employees to vacant positions, modifying examinations or training materials and providing readers or interpreters.
Employers aren’t required to make accommodations that impose undue hardship because, for example, they are unduly expensive, require extensive physical or structural modifications to the workplace or fundamentally change business operations.
Employees and applicants aren’t required to accept employers’ accommodations; however, they can’t sue employers for disability discrimination if they rejected accommodations that they need to perform their essential job functions.
Ind. Code §§ 22-9-5-7, 22-9-5-17 to 22-9-5-18; Ind. Admin. Code tit. 910, r. 3-1-1, 3-2-13 to 3-2-14, 3-2-16, 3-3-6
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 Indiana.
Disability discrimination law: Employers must make reasonable accommodations for employees’ and applicants’ known physical or mental disabilities. Employers can engage in an interactive process with employees and applicants to identify effective reasonable accommodations. Reasonable accommodations can include making existing facilities readily accessible to employees with disabilities, modifying work schedules, obtaining special equipment, restructuring jobs, reassigning employees to vacant positions, modifying examinations or training materials and providing readers or interpreters.
Employers aren’t required to make accommodations that impose undue hardship because, for example, they are unduly expensive, require extensive physical or structural modifications to the workplace or fundamentally change business operations.
Employees and applicants aren’t required to accept employers’ accommodations; however, they can’t sue employers for disability discrimination if they rejected accommodations that they need to perform their essential job functions.
Ind. Code §§ 22-9-5-7, 22-9-5-17 to 22-9-5-18; Ind. Admin. Code tit. 910, r. 3-1-1, 3-2-13 to 3-2-14, 3-2-16, 3-3-6
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.
