III Discrimination Based on Disability The text discusses the Americans with

Iii discrimination based on disability the text

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III. Discrimination Based on Disability The text discusses the Americans with Disabilities Act (ADA) of 1990 in some detail.  The ADA was designed to eliminate discriminatory hiring and firing practices that prevent otherwise qualified dis- abled workers from fully participating in the national labor force.  Essentially, an employer must rea- sonably accommodate disabled persons unless to do so would constitute an undue hardship. A. P ROCEDURES   UNDER   THE  ADA The text lists the elements and steps of an ADA case (similar to the elements and steps of other employment-discrimination cases).  Remedies, which are similar to those under Title VII, are also listed.
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CHAPTER 34:  EMPLOYMENT DISCRIMINATION           175 B. W HAT  I S   A  D ISABILITY ? The text gives the ADA’s definition (an impairment that “substantially limits” major life activities) and outlines its boundaries (how a person functions on medication or with corrective devices).  A plaintiff must prove that he or she has a disability.  The text provides examples of conditions that have been considered disabilities.  Some conditions are specifically excluded. C. R EASONABLE  A CCOMMODATION An employer cannot refuse to hire a disabled person who is otherwise qualified for a particular position. That the employer may have to make some reasonable accommodation, such as installing ramps for a wheelchair, will not cause an applicant to be unqualified. Employers should consider employees’ preferences in determining accommodations. 1. Undue Hardship Employers who do not wish to make such accommodations must show that the accommoda - tions will cause “undue hardship.” This is subject to a case-by-case determination.  The text mentions some of the cases. E NHANCING  Y OUR  L ECTURE H OW   TO  I NTERVIEW  W ORKERS   WITH  D ISABILITIES Many employers have been held liable under the Americans with Disabilities Act (ADA) of 1990 simply because they asked the wrong questions when interviewing job applicants with disabilities. If you are an employer, you can do several things to avoid violating the ADA. B ECOME  F AMILIAR   WITH  EEOC G UIDELINES As a preliminary matter, you should become familiar with the guidelines on job interviews issued by the   Equal   Employment  Opportunity  Commission  (EEOC).    These   guidelines   indicate   the  kinds   of questions that employers may—and may not—ask job applicants with disabilities. Often, the line be- tween permissible and impermissible questions is a fine one. Consider these examples: Ability to perform the job.   As an employer, you may ask a job applicant, “Can you do the job?” You may also ask whether the applicant can perform specific tasks related to the job. You may not ask the
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