The ADA requires employers to reasonably accommodate applicants or employees with mental or physical disabilities who are qualified to perform the job’s essential functions with or without a reasonable accommodation. Still, it’s a tricky issue.
Former employees generally have just 300 days to file an EEOC complaint alleging that their firing amounted to a discriminatory act. But, under some circumstances, that time period can be extended.
Disabled employees who have medical needs that require a reasonable accommodation and don’t receive one can quit and still be eligible to receive unemployment benefits.
A deaf UPS employee at Philadelphia International Airport has sued the company, alleging it violated the ADA when it refused to provide a sign language interpreter for pre-shift meetings.
The ADA protects disabled applicants and employees from discrimination based on disability and requires employers to reasonably accommodate known disabilities.
If you perform pre-employment medical tests on applicants, take your cues from the following case to avoid running afoul of the Americans with Disabilities Act.