The ADA prohibits discrimination against workers with disabilities. This provision is similar to the Civil Rights Act of 1964 and Title V of the Rehabilitation Act of 1973. Beginning in July 1992, it applies to all employers with 25 or more employees and in July 1994, to all employers with 15 or more. The ADA employment provisions apply to private employers, State and local governments, employment agencies, labor organizations, and joint labor-management committees. The ADA requires equal treatment in promotion and benefits.
Reasonable accommodation is a concept already familiar to and widely used in today's workplace.
Employers may require that an individual not pose a direct threat to the health and safety of the individual or others. They may ask if applicants can perform specific job functions and may condition a job offer on results of a medical exam, but only if the exam is required for all entering employees in similar jobs. Employers may conduct tests for the illegal use of drugs and may prohibit illegal use of drugs and alcohol in the workplace. In general, a larger employer will be expected to make accommodations requiring greater effort or expense than a smaller employer. 3302 - TDD Alternative formats are available.