Generally speaking, the ADA prohibits employers from discriminating against qualified individuals who also happen to have disabilities. Employers are required to ensure conditions and privileges of employment are nondiscriminatory, and must avoid discriminatory hiring practices, termination decisions, or the appearance of discrimination in any other employment matter, such as work assignments or promotions.
Additionally, the ADA imposes a duty upon employers to make "reasonable accommodations" for disabled employees. As an employer, it is important to proactively address the concerns of disabled employees, and take employees' requests for accommodation seriously.
If you have questions about your duties and responsibilities under the ADA, or other state and local laws impacting disability, think about giving Mollenkopf Law Group a call.
Also, the National Federation of Independent Business offers a really good and free Employment Law Handbook, with basic information on employer obligations under the ADA and other federal statutes. Send me an email, and I can send you a link to download the handbook.
Nothing in this blog is intended to create an
attorney-client relationship. This article
is intended to provide a general overview of the current status of the law for
informational purposes only, and is not intended to constitute, or serve as a
substitute for, a professional legal consultation. Laws change every day; please consult an attorney
regarding the current status of the law, and how the law affects your specific
circumstances. Thank you.
