The express purposes of the ADA as amended are to provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities; to provide clear, strong, consistent, enforceable standards addressing discrimination against individuals with disabilities; to ensure that the Federal Government plays ...

Title 29—Labor; Subtitle B—Regulations Relating to Labor; CHAPTER XIV—EQUAL EMPLOYMENT OPPORTUNITY COMMISSION; PART 1630—REGULATIONS TO IMPLEMENT THE EQUAL EMPLOYMENT PROVISIONS OF THE AMERICANS WITH DISABILITIES ACT

EEOC regulations and guidelines explain the federal workplace discrimination laws that the EEOC enforces, as well as several laws related to how the EEOC interacts with the public. When federal regulations are first issued or updated, they appear in the Federal Register.

(a) It is unlawful for a covered entity not to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of its business.

Here is the text of the Americans with Disabilities Act of 1990 (ADA), including changes made by the ADA Amendments Act of 2008. Congress passed the ADA as a “Public Law,” and it originally was in a different format than presented here.

2017年7月1日 · In passing the ADA, Congress recognized that “discrimination against individuals with disabilities continues to be a serious and pervasive social problem” and that the “continuing existence of unfair and unnecessary discrimination and prejudice denies people with disabilities the opportunity to compete on an equal basis and to pursue ...

(a) It is unlawful for a covered entity not to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of its business.

A program satisfies this standard if it has a reasonable chance of improving the health of, or preventing disease in, participating employees, and it is not overly burdensome, is not a subterfuge for violating the ADA or other laws prohibiting employment discrimination, and is not highly suspect in the method chosen to promote health or prevent ...

uals with disabilities. The ADA as amended, and these regulations, are in-tended to provide a clear and com-prehensive national mandate for the elimination of discrimination against individuals with disabilities, and to provide clear, strong, consistent, en-forceable standards addressing dis-crimination. (b) Applicability. This part applies to

Regulations to Implement the Equal Employment Provisions of the Americans with Disabilities Act: 1630.1 – 1630.16