Disability rights are not limited to people who are mentally or physically impaired; they extend to people who are deaf or hard of hearing (AHDOH), blind (particularly in reading materials), and people with other health conditions, including AIDS/HIV, a heart condition, cancer, and arthritis. These provisions protect people who need special accommodations at work.
No. An employer may fire an employee in addition to the reasons for which the company discharged the employee. For example, an employer’s firing for an improper performance review may add to the reason for the discharge.
Yes. An employer may require a prospective employee to disclose his or her medical records. And the employer is not required to accept the information as conclusive. Although the present ADA does not require a medical examination, your state law may require an applicant to obtain a certificate of good health before beginning work, and may prohibit an employer from making inquiries about health during the hiring process.
No. An employer must reasonably accommodate an employee who is disabled (perceives she is unable to perform a job, or is a qualified person with a disability). However, the ADA does not require an employer to change the requirements of a job or its working environment for a person who does not have a disability.
Records kept under state and federal statutes allow a Herriman business owner to investigate complaints that the business was not within the city’s boundaries at the time of its sale. The records appear to show that the business was in fact located outside the city lines.
Yes. If the application is “filed” or “accepted,” as mentioned above, significant time has passed and the application is in the hands of the EEOC. If the employer does not process (or does not hire, or fires) the applicant, the delay or refusal to act may form the basis for a discrimination complaint. d2c66b5586