The ADA and Disability Accommodations

The Americans with Disabilities Act (ADA) was designed to promote equal employment opportunities for handicapped individuals in the workplace. The law mandates that employers reasonably accommodate individuals with disabilities who are qualified to perform the job. However, employers are exempted fr...

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Bibliographic Details
Published in:Public personnel management 2003-03, Vol.32 (1), p.143-154
Main Authors: Crampton, Suzanne M., Hodge, John W.
Format: Article
Language:English
Subjects:
Affirmative action
Americans with Disabilities Act 1990-US
Analysis
Civil rights
Company legal issue
Court Litigation
Definitions
Disability
Disability Discrimination
Disabled persons
Educational Background
Employees
Employers
Employment
Employment discrimination
Employment Opportunities
Employment Practices
Federal Courts
Females
Government regulation
Guidelines
Handicapped accessibility
Human resource management
Human resources
Job Applicants
Job Performance
Labor law
Laws, regulations and rules
Males
People with disabilities
Personnel policies
Personnel Selection
Rehabilitation
Studies
Supreme Court decisions
Vocational Rehabilitation
Women
Work Environment
Workers with disabilities
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Description
Summary:The Americans with Disabilities Act (ADA) was designed to promote equal employment opportunities for handicapped individuals in the workplace. The law mandates that employers reasonably accommodate individuals with disabilities who are qualified to perform the job. However, employers are exempted from this requirement if the reasonable accommodation results in an undue hardship for the organization. The legal definitions of reasonable accommodation and undue hardship have evolved over time due to case law resulting from judicial decisions. This paper will review recent decisions by the U.S. Supreme Court and their effect on employer responsibilities under the ADA. Suggestions will be provided as to policies organizations could follow to respond to these requirements.
ISSN:0091-0260
1945-7421
DOI:10.1177/009102600303200108