PHILADELPHIA DISABILITY DISCRIMINATION Lawyers AND ADA VIOLATIONS
A person with a disability may have a physical or mental impairment that substantially limits one or more major life activities. Title I of the Americans with Disabilities Act (ADA) of 1990 bars private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
A fit employee or applicant with a disability is a person who, with or without reasonable accommodation, can do the vital functions of the job in question. Reasonable accommodation may include making existing facilities used by employees readily accessible to and usable by persons with disabilities, job restructuring, modifying work schedules, reassignment to a vacant position and attaining or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
Employers are required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an undue hardship on the operation of the employer’s business. Undue hardship is described as the action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature and structure of its operation.