Title I of the Americans with Disabilities Act of 1990 (ADA), which took effect July 26, 1992, prohibits private employers with 15 or more employees,* state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities, as well as individuals associated with a disabled person, in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment.

An individual with a disability is a person 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.

Major life activities include tasks such as caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, working, and operation of major bodily functions.

A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.

Reasonable accommodations may include, but are not limited to:

• 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
• Acquiring or modifying equipment or devices
• Adjusting or...

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