key term - Americans with Disabilities Act

Definition

The Americans with Disabilities Act (ADA) is a landmark civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public.

5 Must Know Facts For Your Next Test

1. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment.
2. Employers are required to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would cause undue hardship.
3. The ADA defines a person with a disability as someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.
4. Employers cannot ask about an applicant's disability before making a job offer, but can ask about an applicant's ability to perform the essential functions of the job.
5. The ADA also requires public entities and public accommodations to be accessible to individuals with disabilities, including providing auxiliary aids and services for effective communication.

Review Questions

• Explain the key provisions of the Americans with Disabilities Act (ADA) and how they relate to the legal environment of human resources and labor relations.
  • The ADA is a landmark civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment. It requires employers to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would cause undue hardship. This relates to the legal environment of human resources and labor relations by mandating that employers must consider the needs of employees with disabilities, adjust work processes or environments as needed, and ensure equal employment opportunities for all. The ADA also impacts human resource policies, hiring practices, and labor relations by establishing guidelines and legal requirements that organizations must follow.
• Describe the employer's responsibilities under the ADA regarding the employment of individuals with disabilities.
  • Under the ADA, employers have several key responsibilities regarding the employment of individuals with disabilities. Employers cannot discriminate against qualified individuals with disabilities in any employment practices, including hiring, firing, advancement, compensation, and training. Employers must also provide reasonable accommodations to enable qualified individuals with disabilities to perform the essential functions of a job, unless doing so would cause undue hardship. This can include modifying the work environment, adjusting work schedules, or providing assistive technologies. Employers must also ensure that their selection criteria for jobs do not screen out or tend to screen out individuals with disabilities, unless the criteria are job-related and consistent with business necessity.
• Analyze how the ADA's requirements for reasonable accommodation and undue hardship impact an organization's human resources and labor relations practices.
  • The ADA's requirements for reasonable accommodation and undue hardship have a significant impact on an organization's human resources and labor relations practices. Employers must engage in an interactive process with employees to identify and provide reasonable accommodations, which can include modifying job duties, work schedules, or the work environment. This requires HR professionals to be knowledgeable about the ADA, assess accommodation requests on a case-by-case basis, and work closely with managers and employees to find solutions. The concept of undue hardship also comes into play, as employers are not required to provide accommodations that would cause significant difficulty or expense. This can create tension between the needs of employees with disabilities and the operational and financial constraints of the organization, potentially leading to labor relations issues if not managed effectively. Overall, the ADA's accommodation requirements necessitate a careful balancing act by HR and labor relations professionals to uphold legal obligations while also maintaining organizational effectiveness.

Related terms

Reasonable Accommodation: A modification or adjustment to a job, the work environment, or the way things are usually done that enables a qualified individual with a disability to enjoy equal employment opportunities.

Undue Hardship: An action requiring significant difficulty or expense when considered in light of factors such as the nature and cost of the accommodation, the overall financial resources of the employer, and the impact of the accommodation on the operation of the business.

Essential Functions: The fundamental job duties of the employment position the individual with a disability holds or desires, as determined by the employer.