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Americans with Disabilities Act
Titles I and V of the Americans with Disabilities
Act
The ADA prohibits discrimination on the basis of
disability in all employment practices. It is
necessary to understand several important ADA
definitions to know who is protected by the law
and what constitutes illegal discrimination.

An individual with a disability under the ADA is a
person who has a physical or mental impairment
that substantially limits one or more major life
activities, has a record of such an impairment,
or is regarded as having such an impairment.
Major life activities are activities that an average
person can perform with little or no difficulty
such as walking, breathing, seeing, hearing,
speaking, learning, and working.
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; modification of work schedules; providing
additional unpaid leave; 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.
Reasonable accommodation may be necessary to apply for a job, to perform job functions, or to enjoy the benefits
and privileges of employment that are enjoyed by people without disabilities. An employer is not required to lower
production standards to make an accommodation. An employer generally is not obligated to provide personal use
items such as eyeglasses or hearing aids.