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Recruitment Intervention Strategies

Recruitment and Retention Toolkit   Recruitment Intervention Strategies   Foundations of Recruitment [2.2.2.c]   Diversity in Hiring [2.2.2.c.1]   Recruitment of People with Disabilities [2.2.2.c.1b]   Information on the Americans with Disabilities Act [2.2.2.c.1b1]

Information on the Americans with Disabilities Act [2.2.2.c.1b1]

Title I of the Americans with Disabilities Act (ADA) 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. The ADA's nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and it’s implementing rules.
 
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodations can perform the essential functions of the job in question. Essential job functions are the fundamental job duties that the person must be capable of performing. Some reasons a function may be considered essential are:
  • The position exists so that the function can be performed.
  • There are a limited number of other employees available to perform the function, or among whom the function can be distributed.
  • The function is highly specialized, and the person in the position is hired for his or her special expertise or ability to perform it.
The Americans with Disabilities Act (ADA) National Network Center is comprised of 10 regional centers that provide information, training, and technical assistance on the Americans with Disabilities Act. The centers are funded in part by the National Institute on Disability and Rehabilitation Research (NIDDR) under the U.S. Department of Education.
 
 

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