What do I need to know as an employer about the ADA?
Is my business covered by the ADA?
What employment practices are covered under the ADA?
Which employees are protected by the ADA?
How are essential functions determined?
What are my obligations to provide reasonable accommodations?
What is the best way to identify a reasonable accommodation?
When does a reasonable accommodation become an undue hardship?
Can I require medical examinations or ask questions about an individual's disability?
Do individuals who use drugs illegally have rights under the ADA?
How will the ADA be enforced and what are the available remedies?
How will the EEOC help employers who want to comply with the ADA?
What is the relationship between the ADA and the Rehabilitation Act of 1973?
If I have several qualified applicants for a job, does the ADA require that I hire the applicant with a disability?
One of my employees is a diabetic, but takes insulin daily to control his diabetes. As a result, the diabetes has no significant impact on his employment. Is he protected by the ADA?
Am I obligated to provide a reasonable accommodation for an individual if I am unaware of her physical or mental impairment?
How do I determine whether a reasonable accommodation is appropriate and the type of accommodation that should be made available?
When must I consider reassigning an employee with a disability to another job as a reasonable accommodation?
What if an applicant or employee refuses to accept an accommodation that I offer?
If our business has a health spa in the building, must it be accessible to employees with disabilities?
If I contract for a consulting firm to develop a training course for my employees, and the firm arranges for the course to be held at a hotel that is inaccessible to one of my employees, am I liable under the ADA?
What are my responsibilities as an employer for making my facilities accessible?
Under the ADA, can an employer refuse to hire an individual or fire a current employee who uses drugs illegally?
Does the ADA cover people with AIDS?
Can I consider health and safety in deciding whether to hire an applicant or retain an employee with a disability?
Am I required to provide additional insurance for employees with disabilities?
Does the ADA require that I post a notice explaining its requirements?
Information for employers about their responsibilities under the ADA with Q and A.