The Americans with Disabilities Act (ADA) prohibits discrimination against those with disabilities
and is enforced by the EEOC. Discrimination based on disability means treating a qualified person
unfavorably because of a disability. For example, if someone has AIDS that is controlled, the employee
cannot be treated unfavorably. The law requires an employer to provide
reasonable accommodation to an employee or applicant with a disability, unless this accommodation
would cause significant difficulty or expense for the employer. A reasonable accommodation is defined by
the EEOC as any change in the work environment or in the way things are customarily done that enables
an individual with a disability to enjoy equal employment opportunities. A reasonable accommodation
might include making the workplace accessible for wheelchair use or providing equipment for someone
who is hearing or vision impaired.
This law does not mean that organizations are required to hire unqualified people. The law specifically
states the person must be qualified for the job and have a disability defined by the law. A disability defined
by the law can include the following:
1. Physical or mental condition that limits a major life activity (walking, talking, seeing, hearing, or
2. History of a disability (e.g., cancer that is in remission)
3. Physical or mental impairment that is not transitory (lasting or expected to last less than six
The law places limits on employers when it comes to asking job applicants questions about medical
history or asking a person to take a medical exam.
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