The Americans with Disabilities Act of 1990, more commonly known as ADA, prohibits discrimination against a qualified individual with a disability" in regard to the terms and conditions of employment. This includes application procedures and decisions to hire as well as promotions, discharges and training.
As a hiring supervisor, your actions must comply with the ADA. To help you understand your responsibilities in this area, we have compiled answers to the most commonly asked questions pertaining to ADA. Should changes occur, this website will be updated.
Americans with Disabilities Act (ADA)'s Frequently Asked Questions
(Click on the following questions below for more information)
Question 1: How is a disability defined under the ADA?
Question 2: Can I ask an applicant if he or she has a disability?
Question 3: What does the term "essential functions of the job" mean?
Question 4: What is a "qualified individual with a disability"?
Question 5: What is a reasonable accommodation?
Question 6: Does ADA cover drug use or alcoholism as a disability?