Employers must provide reasonable accommodations for the known physical or mental impairments of qualified employees and applicants with disabilities, unless employers can show that these accommodations would impose undue hardship on their business operations.
Reasonable accommodations are modifications or adjustments to a job, the work environment, or usual practices that enable qualified employees and applicants with disabilities to have the same employment opportunities as other employees and applicants. These accommodations can include:
Undue hardship means that an action is excessively costly, extensive, substantial, or disruptive or that it would fundamentally alter the nature or operation of employers’ business. The following factors are considered in determining undue hardship:
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 Wyoming.
Employers must provide reasonable accommodations for the known physical or mental impairments of qualified employees and applicants with disabilities, unless employers can show that these accommodations would impose undue hardship on their business operations.
Reasonable accommodations are modifications or adjustments to a job, the work environment, or usual practices that enable qualified employees and applicants with disabilities to have the same employment opportunities as other employees and applicants. These accommodations can include:
Undue hardship means that an action is excessively costly, extensive, substantial, or disruptive or that it would fundamentally alter the nature or operation of employers’ business. The following factors are considered in determining undue hardship:
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.
