Request a Workplace Accomodation

The ADA is a federal law designed to prevent discrimination on the basis of a disability and to enable individuals with disabilities to participate fully in all aspects of society.

The ADA applies to a person who has a physical or mental impairment that substantially limits one or more major life activities (like sitting, standing, sleeping, walking, interacting with others, learning, working, etc.) It also protects a person with a record of, or who is regarded as if they have a substantially limiting impairment. 

The ADA only protects a person who is qualified for the job they have or want. 

• The individual with a disability must meet job-related requirements (for example, education, training or skills requirements.)
• They must be able to perform the job's essential functions (i.e., its fundamental duties) with or without a reasonable accommodation.

Employers covered by the ADA have to make sure that people with disabilities:

• Have an equal opportunity to apply for jobs and to work in jobs for which they are qualified
• Have an equal opportunity to be promoted once they are working
• Have equal access to benefits and privileges of employment that are offered to other employees
• Are not discriminated against because of their disability

Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to perform the essential functions of their job. and enjoy equal employment opportunities.

Accommodations vary depending upon the needs of the individual applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation.

A reasonable accommodation must be provided if a person with a disability needs one in order to apply for, perform or enjoy benefits equal to those offered to other employees. An employer does not have to provide any accommodation that would pose an undue hardship. Undue hardship means that providing the accommodation would adversely affect other employees, create other substantial problems or be too expensive considering the financial resources of the employer.

In addition to actions that would result in undue hardship, an employer does not have to do any of the following:

• Provide an employee with an adjustment or modification that would assist the individual both on and off the job, such as a prosthetic limb, wheelchair or eyeglasses;
• Remove or alter the essential functions of the job.