Employers must make reasonable accommodations for the known physical or mental limitations of otherwise qualified employees or applicants with disabilities, unless employers can show that these accommodations would impose undue hardship on their business operations. Employers can’t deny employment opportunities to qualified employees or applicants with disabilities based on their need for such accommodations. Reasonable accommodations can include making facilities readily accessible to and usable by employees or applicants with disabilities; job restructuring; part-time or modified work schedules; acquiring or modifying equipment or devices; and providing readers or interpreters.
Determining undue hardship depends on factors such as:
If employees become disabled for any reason during their period of employment, employers must make every reasonable effort to allow these employees to continue in their position or another position and to assist with their rehabilitation.
Iowa Admin. Code r. 161-8.27 to 161-8.28
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 Iowa.
Employers must make reasonable accommodations for the known physical or mental limitations of otherwise qualified employees or applicants with disabilities, unless employers can show that these accommodations would impose undue hardship on their business operations. Employers can’t deny employment opportunities to qualified employees or applicants with disabilities based on their need for such accommodations. Reasonable accommodations can include making facilities readily accessible to and usable by employees or applicants with disabilities; job restructuring; part-time or modified work schedules; acquiring or modifying equipment or devices; and providing readers or interpreters.
Determining undue hardship depends on factors such as:
If employees become disabled for any reason during their period of employment, employers must make every reasonable effort to allow these employees to continue in their position or another position and to assist with their rehabilitation.
Iowa Admin. Code r. 161-8.27 to 161-8.28
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.
