The Americans with Disabilities Act — prohibits employment discrimination against qualified individuals with disabilities.
The Americans with Disabilities Act (ADA), enacted in 1990 and amended in 2008, is the US federal civil-rights law prohibiting discrimination against qualified individuals with disabilities in employment, public services, public accommodations, and telecommunications. Title I covers employment and applies to private employers with 15 or more employees, state and local governments, employment agencies, and labor unions.
Under the ADA, an employer must provide reasonable accommodations to a qualified employee with a disability — modifications to the work environment, schedule, or duties — unless doing so would cause undue hardship. Common accommodations include modified schedules, assistive technology, accessible workstations, telework, and reassignment to a vacant position. The interactive process — a good-faith dialogue between employer and employee — is required when an accommodation is requested.
The ADA is enforced by the EEOC. Failure to engage in the interactive process is itself a violation, even if no accommodation could ultimately be made. Damages can include back pay, front pay, compensatory and punitive damages (capped at $50,000 to $300,000 depending on employer size), and attorneys' fees. Documenting accommodation requests, the interactive process, and final outcomes is the single most important defense against ADA claims.
Per the ADA, we provided a sit-stand desk and modified schedule as a reasonable accommodation for an employee's back injury.
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