The Americans with Disabilities Act (ADA) was enacted in 1990 for the purpose of protecting people with disabilities from discrimination in employment and in many other aspects of life. When people think of the ADA, they often think of handicap accessible restrooms or the detectable warning surfaces at street corners that cue blind people that they are approaching an intersection.
The law also mandates employers with fifteen or more employees—including religious organizations—to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others.
The ADA even restricts questions that can be asked about an applicant’s disability before a job offer is made. Under the ADA, employers must make reasonable accommodations to qualified individuals unless it is considered a hardship to do so.
If you have concerns about what you may or may not ask of a potential employee or about the kinds of accommodations you are expected to provide, contact our offices for specific answers to your questions.