The Americans with Disabilities Act

The Americans with Disabilities Act of 1990, or ADA, was a landmark piece of legislation that was heralded for its attention to the discrimination faced by individuals with disabilities in the labor force and during job searches. To combat the difficulties experienced by disabled employees, private employers, state governments, and local governments are all prohibited from discriminating against qualified individuals who might have disabilities by the ADA.

The protections offered by the ADA extend to the entire job application process, hiring, firing, promotions and advancement, compensation, job training procedures, and a variety of other elements of employment. The ADA, like the majority of federal discrimination legislation, covers all employers with 15 or more employees. This is applied to state and local governments as well as employers in the private sector.

Under the Americans with Disabilities Act, employers are required to make any reasonable accommodations necessary for a qualified applicant with a known disability. This holds true to the point that the accommodation would not impose an “undue hardship” on the employer or on the operation of the employer's business.

If hiring an employee with a disability, an employer is not required to lower the quality standards or the production standards to make an accommodation for the new employee. In addition, employers are not required to supply personal use items, like glasses or a hearing aid, for an employee with a disability.

The ADA, like many other pieces of anti-discrimination legislation, also prohibits retaliation towards employees who complain of discriminatory practices at the company.

Contact a Houston Employment Attorney

If you have been a victim of discrimination based on your disability, contact the Houston employment attorneys of the Ross Law Group at 713-482-6910.