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The Americans with Disabilities Act was enacted in 1990 to prevent private employers, state and local governments, labor unions, and employment agencies with fifteen or more employees from discriminating against people with disabilities. This act ensures that individuals with disabilities are given the same chance to become employed in jobs best suited to their disability. It also makes sure that employers aren’t unduly overwhelmed with any financial burdens imposed for the purpose of making reasonable accommodations
Who is Covered Under this Act?
A disabled person is defined by the act as an individual that has a physical or mental impairment, which substantially limits one or more of their major life activities. There must be a medical record of the impairment or it must be clearly observable. Addiction to illegal drugs or alcohol will not be considered a disability under this act.
Reasonable Accommodations
If an individual that is disabled applies for a job in which he can perform the tasks for, then the employer must make reasonable accommodations. Reasonable accommodations can include ensuring that existing facilities are able to be accessed and utilized by disabled individuals. Other accommodations include job restructuring, revamping work schedules or assigning someone to a position that is empty. Employers might also have to purchase new equipment, modify existing equipment or make adjustments to training materials. It should be noted that an employee must ask an employer for a reasonable accommodation if he or she is in need of one,
Undue Hardship
In the event that providing a disabled employee creates an undue hardship for the employer they will be excused from having to provide the accommodation. Factors that will be considered when granting an employer an undue hardship exemption will include the size of the business, the financial ability to provide the reasonable accommodations, and the organizations structure.








