Opinion ID: 848724
Heading Depth: 2
Heading Rank: 1

Heading: Overview of the ADA

Text: The ADA was enacted by Congress in part to provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities. 42 USC 12101(b)(1). [4] 42 USC 12112(a), prohibiting employment discrimination, states that no covered entity [ [5] ] shall discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. A plaintiff alleging a violation of the ADA carries the burden of proving a prima facie case. Doe v. Univ. of Maryland Medical Sys. Corp., 50 F.3d 1261, 1264-1265 (C.A.4, 1995). To satisfy this burden, the plaintiff must first show that he is a qualified individual with a disability entitled to the ADA's protections. 42 USC 12112(a). A disability is defined under § 12102(2) as (A) a physical or mental impairment that substantially limits one or more of the major life activities of such individual; (B) a record of such an impairment; or (C) being regarded as having such an impairment. A qualified individual with a disability is defined as an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.... Section 12111(8). It is important to recognize that the ADA does not protect against discrimination based on any disabilities, but only against discrimination based on those disabilities (or perceived disabilities) that substantially limit at least one major life activity of the disabled individual, but that, with or without reasonable accommodation, do not prevent the disabled individual from performing the essential functions of the position held or sought. After the plaintiff presents sufficient evidence demonstrating that he is a qualified individual with a disability, his next burden lies in proving that his employer discriminated against him. The ADA broadly defines the term discriminate to prohibit employers from undertaking a variety of measures that adversely affect qualified individuals with disabilities. See § 12112(b). [6] Plaintiff in this case has alleged purposeful discrimination. In claims under the ADA alleging purposeful discrimination, once the plaintiff has presented a prima facie case, the burden shifts to the employer to rebut plaintiff's evidence. Raytheon Co. v. Hernandez, 540 U.S. 44, ___, 124 S.Ct. 513, 520, 157 L.Ed.2d 357 (2003).