Aa
for sheri - AWDA hep-c regs
Americans with Disabilities Act: Protection for
People Diagnosed with Chronic Hepatitis B or C
Title I
According to the Department of Justice, "the ADA prohibits discrimination in all employment practices,"
which includes wages, benefits, application procedures, job assignments, promotions, etc. Therefore, an
employer cannot fire an individual after learning they have HBV or HCV, nor can they refuse to hire someone
because of
it.
In addition to this protection, the ADA requires employers with 15 or more employees to provide reasonable
accommodations for disabled employees who request them, as long as they do not cause undue hardship.
Once again, reasonable accommodations and undue hardship are decided on a case-by-case basis so that
a company is not required to pay outrageous costs or disrupt its operations to provide accommodations,
Rothstein says.
Some generally accepted reasonable accommodations include allowing a flexible schedule for doctor
If you require a reasonable accommodation, the Equal Employment Opportunities Commission (EEOC) has
some tips to follow. First, start an informal, plain English dialogue with your supervisor requesting an
accommodation. Then discuss what your needs are. If your disability is not obvious, the employer has the
right to request medical documentation, and they are required to keep this documentation confidential. Your
employer is not required to follow any specific requests you make; they can opt for something else.
If you are not pleased with your job accommodation, revisit it with your employer. Your employer is required
to keep a continual commitment to the process. If you still are not pleased, consider EEOC-backed
mediation (see below).
Title I protection is not without provisions. There are obligations to meet by the employee as well as the
employer. Primarily, a disabled employee must be able to perform the core duties that define a job position
with or without reasonable accommodations.
In short, an employee must be qualified for the position, because an employer is
some tips to follow. First, start an informal, plain English dialogue with your supervisor requesting an
accommodation. Then discuss what your needs are. If your disability is not obvious, the employer has the
right to request medical documentation, and they are required to keep this documentation confidential. Your
employer is not required to follow any specific requests you make; they can opt for something else.
If you are not pleased with your job accommodation, revisit it with your employer. Your employer is required
to keep a continual commitment to the process. If you still are not pleased, consider EEOC-backed
mediation (see below).
Title I protection is not without provisions. There are obligations to meet by the employee as well as the
employer. Primarily, a disabled employee must be able to perform the core duties that define a job position
with or without reasonable accommodations.
In short, an employee must be qualified for the position, because an employer is
I really appreciate all your help... I am suppose to be called into the office tomorrow so this information makes it a lot easier. Thanks bunches!
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