Employers can’t fail or refuse to make reasonable accommodations based on disability if employees and applicants with disabilities are otherwise qualified and can perform their job duties with reasonable accommodation. Reasonable accommodations are adjustments or modifications for the known physical limitations of otherwise qualified employees and applicants with disabilities if such accommodations don’t impose undue hardship on employers.
Undue hardship is determined on a case-by-case basis by considering employees’ and applicants’ specific disability, the position’s essential job duties, and the working environment.
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 Louisiana.
Employers can’t fail or refuse to make reasonable accommodations based on disability if employees and applicants with disabilities are otherwise qualified and can perform their job duties with reasonable accommodation. Reasonable accommodations are adjustments or modifications for the known physical limitations of otherwise qualified employees and applicants with disabilities if such accommodations don’t impose undue hardship on employers.
Undue hardship is determined on a case-by-case basis by considering employees’ and applicants’ specific disability, the position’s essential job duties, and the working environment.
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.
