BLAW 2 Final - Reasonable Accommodations - Little

Forbidden conduct: Pre-employment medical?

examinations are forbidden before a job offer

Under the ADA, employers may not discriminate?

against qualified individuals with disabilities

Employers under ADA have a?

greater duty to accommodate than under Title VII

Employer need not accommodate a request if it requires? what factors are considered for this? (4)

"more than a de minimis cost" 1. the size of the employer in proportion to the cost of the accommodation 2. burdens on the employers business 3. significant disruption of the workplace 4. security risks

"qualified individual with a disability" term includes a person who? (3)

1. Has a physical or mental impairment that substantially limits one or more of his or her major life activities 2. Has a record of such impairment 3. Is regarded as having such impairment.

What is a "Qualified individual with a Disability"?

A person who, with or without reasonable accommodation, can perform the essential functions of the job that person desires or holds

Employers and providers of public transportation, telecommunications, and public accommodations must accommodate individuals with disabilities, so long as the requested accommodation does not create an undue hardship for the employer, what is this?

American with Disabilities Act of 1990

Undue hardship is determined on?

a case by case basis

Forbidden conduct: employers are forbidden from?

asking a job applicant about the existence, nature, and severity of a disability

The ADA also requires that an employer make a reasonable accommodation for?

disabled employees

The Age Discrimination in Employment Act of 1967 outlaws?

discriminating employment based on age (over 40)

Religious discrimination is?

discrimination based on a person's religion or religious practice

ADA (1990) outlaws?

discrimination for employment based on disabilities

For an employer to reasonably accommodate an employee under the ADA, the employee must request?

reasonable accommodation in the first instance

Employer has duty to reasonably accommodate an employee's religious?

practices, observances, or beliefs if it doesn't cause an undue hardship to employer

Title VII requires employers to make reasonable accommodations for?

the religious practices of employees

Ttiel VII, the ADA, and the ADEA prohibit discrimination in? (7)

1. Hiring and firing 2. Work rules 3. Promotion and demotion 4. Payment of compensation and benefits 5. Availability of job training opportunities 6. Any other term, condition, or privilege of employment 7. Title VII (and the ADA and ADEA) also prohibits retaliation against employees who make complaints of discrimination or harassment.

Reasonable accommodations under the ADA may include? (5)

1. Making facilities readily accessible 2. Providing part-time or modified work schedules 3. Acquiring equipment or devices 4. Modifying examination and training materials 5. Providing qualified readers or interpreters

Major employment law that outlaws discrimination based on race, gender, national origin, religion, and color, what is this called?

Title VII (Title VII of the Civil Rights Act of 1964)