In addition to laws that EEOC enforces, there are federal protections from discrimination on other bases including status as a parent, marital status, political affiliation, and conduct that does not adversely affect the performance of the employee.
Harassment by managers, co-workers, or others in your workplace, because of your race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age (40 or older), disability or genetic information.Adverse treatment because of your race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), national origin, age (40 or older), disability or genetic information.These laws protect you against employment discrimination when it involves: Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. Contact the Job Accommodation Network (JAN), an ODEP-funded technical assistance center, providing free, expert, and confidential guidance on workplace accommodations.The U.S. Adjusting work schedules so employees with chronic medical conditions can go to medical appointments and complete their work at alternate times or locations.Modifying a policy to allow a service animal in a business setting.Making materials available in Braille or large print.
Providing sign language interpreters or closed captioning at meetings and events.Using videophones to facilitate communications with colleagues who are deaf.
EQUAL EMPLOYMENT OPPORTUNITY ACT WORKPLACE APPLICATION SOFTWARE
Ensuring computer software is accessible.Installing a ramp or modifying a rest room.Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies: Examples of reasonable accommodations include making existing facilities accessible job restructuring part-time or modified work schedules acquiring or modifying equipment changing tests, training materials, or policies and providing qualified readers or interpreters. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process 2) enabling a qualified individual with a disability to perform the essential functions of a job and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.Īccommodations are sometimes referred to as “productivity enhancers”. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.
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