Americans with Disabilities Act (ADA)
and Disability Sensitivity Training

 
SCRS provides employers, community groups and others with presentations on the ADA and Disability Sensitivity Training. Disability Sensitivity Training helps dispel the myths and stereotypes that society holds about people with disabilities. Our presentations explain terms and conditions in a non-threatening manner. They can be tailored to fit the needs of any group. Presentations and literature are available to employers regarding the ADA, disability sensitivity, and financial incentives.
 
Americans with Disabilities Act (ADA)
The Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
 
There are five Titles to the Americans With Disabilities Act, they are as follows:
Title I: Employment
Title II: State & Local Governments
Title III: Public Accommodations
Title IV: Telecommunications
Title V: Miscellaneous
 
Disabilities Defined
An individual
with a disability
is one who:
  • Has a physical or mental impairment that substantially limits one or more major life activities
  • Has a record of such an impairment
  • Is regarded as having such an impairment
 
Reasonable Accommodations
A qualified applicant or employee with a disability can perform the essential job functions with or without reasonable accommodation. Reasonable accommodation may include, but is not limited to: Making existing facilities used by employees readily accessible to and usable by persons with disabilities; Job restructuring, modifying work schedules, reassignment to a vacant position; Acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
 
An employer is required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considering the employer's size, financial resources and the nature and structure of its operation. An employer should not lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal items such as medication or glasses.
 
Medical inquiries and Examinations
Applicants may be asked about their ability to perform specific job functions. However, employers may not ask job applicants about the existence, nature or severity of a disability. A job offer may be contingent on the results of a medical examination or inquiry, but only if the examination or inquiry is required for all applicants. Medical examinations or inquiries of employees must be job related and consistent with the employer's business needs.
 
Substance Abuse
Employees and applicants currently engaging in the illegal use of drugs are not covered by the ADA. Employers may hold illegal drug users and alcohol abusers to the same performance standards as other employees. The ADA does not protect active substance abusers in the workplace.
 
Equal Employment Opportunities Commision (EEOC) Enforcement
The U.S. Equal Employment Opportunities Commission regulates and enforces the provisions of the ADA. The regulations currently cover employers with 15 or more employees.
 
Employer Rights
SCRS supports the ADA as well as the employers' rights to hire the most qualified applicant for the job. While the ADA protects the rights of the 3.9 million Americans with disabilities, employers always retain the rights to hire and fire employees, disabled or not.
 
ADA and Disability Sensitivity Workshops
SCRS offers workshops to employers explaining the ADA. Other workshops cover disability sensitivity training as well.
 
To schedule a workshop, please contact:
Program Manager - SCRS
7830 Quill Drive, Suite D
Downey, California 90242
Phone: (562) 862-6531 x24
Fax: (562) 923-5274
 

Back to SCRS Home

 

 
SCRS Inc., 7830 Quill Drive, Suite D - Downey, California 90242   -  Phone:  (562) 862-6531   Fax: (562) 923-5274