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ADA (EEOC) « ADA – Olmstead



Americans With Disabilities Act:
Equal Employment Opportunity Commission


  • A Guide to the Americans with Disabilities Act (ADA) for People Seeking Employment (SSA, EEOC, US Dept. of Justice)
    Explains the employment-related rights of people with disabilities under the ADA. Includes answers to questions about reasonable accommodations and what to do if you think your rights have been violated.
  • Disability Discrimination (EEOC)
    Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.
  • EEOC Announces Final Bipartisan Regulations for the ADA Amendments Act (EEOC – 3/24/11)
    The U.S. Equal Employment Opportunity Commission’s final regulations to implement the ADA Amendments Act (ADAAA) are now available on the Federal Register website. Like the law they implement, the regulations are designed to simplify the determination of who has a “disability” and make it easier for people to establish that they are protected by the ADA.
  • EEOC Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities (EEOC)
    Addendum following a Supreme Court's ruling on determining whether a person has an ADA disability.
  • EEOC Issues Final Guidance for Retaliation (Huntington News – 8/30/16)
    U.S. Equal Employment Opportunity Commission (EEOC) issued its final Enforcement Guidance on Retaliation and Related Issues, to replace its 1998 Compliance Manual section on retaliation. The guidance also addresses the separate “interference” provision under the Americans with Disabilities Act (ADA), which prohibits coercion, threats, or other acts that interfere with the exercise of ADA rights.
  • EEOC Sues Food Retailer for Firing Bipolar Worker (The Blog of Legal Times – 9/19/12)
    The U.S. Equal Employment Opportunity Commission has sued food retailer King Soopers Inc. for firing a worker who is bipolar, alleging that the company violated the Americans with Disabilities Act.  Employment discrimination suits involving mental illnesses are relatively rare and by no means easy to win, but the EEOC earlier this year scored a major victory in one of the first cases involving bipolar disorder to go to trial. "Bipolar disorder and other psychiatric conditions have long been misunderstood in society," said EEOC Phoenix Regional Attorney Mary Jo O'Neill. "Employees who have bipolar disorder are frequently subject to unfair stereotypes about their ability to work. That's why the EEOC filed this lawsuit."
  • Facts About the Americans With Disabilities Act – Title I (EEOC)
    Title I of 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. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules.
  • Facts About the Americans With Disabilities Act (EEOC)
    Basic information on qualifications and guidelines.
  • Q&A from the EEOC about discrimination against an employee for "associating" with a person with a disability:
    The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination on the basis of disability. Title I of the ADA makes it unlawful for any employer with 15 or more employees (including a state or local government employer) to discriminate against a qualified applicant or employee because of a disability in any aspect of employment. In addition to protecting qualified applicants and employees with disabilities from employment discrimination, one ADA provision – the "association" provision — protects applicants and employees from discrimination based on their relationship or association with an individual with a disability, whether or not the applicant or employee has a disability. Click here for entire discussion.
  • Regulations to Implement the Equal Employment Provisions of the Americans With Disabilities Act, As Amended (Federal Register – 3/25/11)
    The Equal Employment Opportunity Commission (EEOC) issues its final revised Americans with Disabilities Act (ADA) regulations and accompanying interpretive guidance in order to implement the ADA Amendments Act of 2008.
  • Ten  Reasons to Mediate (EEOC)
    This video introduces businesses to the U.S. Equal Employment Opportunity Commission's (EEOC) National Mediation Program. Mediation is an alternative to traditional EEOC investigations that helps to resolve disputes quickly and easily.