Reasonable Accommodation In The Work Place Under ADA

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protected under the ADA an individual must have a physical or
mental impairment that substantially affects one or more major life activities.
The impairment may not be due to environmental, cultural, or economic
disadvantages. For example a person who cannot read because they have dyslexia
is considered disabled but a person who cannot read because they dropped out of
school is not. In addition persons who are perceived to be disabled are
protected by ADA. For example, if a person were to suffer a heart attack, when
he tries to return to work the boss might be scared the workload will be too
much and refuse to let him come back. The employer would be in violation of the
ADA because he perceives the employee as disabled and is discriminating based on
that perception. Two classes that are explicitly excluded from protection under
ADA are those individuals whose current use of alcohol or illegal drug is
affecting their job performance. However those who are recovering from ...

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the reasonable
accommodation unless it would cause an undue hardship. Even then the applicant
or employee should be given the option of providing accommodation himself.
The employment provisions began to be enforced for business with 25 or more
employees on July 26, 1992. This affected approximately 264,000 employers. The
second phase of the employment provision went into affect July 26, 1994, and was
implemented for the approximately 666,000 U.S. employers with 15 or more
employees.
Many opponents of the ADA suggested that the law would cost small
businesses too much. They contended that the legislation would backlog the
courts with lawsuits from scorned job applicants. ...

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