Each publication in the series addresses a specific occupation or industry and provides information about that occupation or industry, ADA issues, accommodation ideas, and resources for additional information.The Occupation and Industry Series is a starting point in the accommodation process and may not address every situation.
Accommodations should be made on a case-by-case basis, considering each employee’s individual limitations and accommodation needs.Employers are encouraged to contact JAN to discuss specific situations in more detail. He will most often succeed in accommodating his sentiments to those of his conjoint.With an accommodating chaperon who knew no German, the couple could do and say what they pleased.Mental health impairment, as used in this publication, refers collectively to all diagnosable mental disorders.
Mental disorders or illnesses are conditions that impact a person's thinking, feeling or mood and may affect his or her ability to relate to others and function on a daily basis.The ADA does not contain a list of medical conditions that constitute disabilities. Therefore, some people with medical conditions will have a disability under the ADA and some will not. During the application stage, employers are not allowed to ask medical questions and applicants are not required to disclose their disabilities unless they need an accommodation.Instead, the ADA has a general definition of disability that each person must meet (EEOC Regulations . A person has a disability if he/she has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or is regarded as having an impairment (EEOC Regulations . Employers are required to provide accommodations for job applicants with disabilities to participate in the application process, but only if they know about the disability and need for accommodation (EEOC, 1992).This military hospital is capable of accommodating 3,000 soldiers.But I am an accommodating man, and we can come to terms very easily.Disability-related inquiries and examinations of employees must be “job-related and consistent with business necessity.” According to the Equal Employment Opportunity Commission (EEOC, 2005), the federal agency charged with enforcing the ADA, a medical inquiry or examination is job-related and consistent with business necessity when: For additional information, visit: Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees under the Americans with Disabilities Act (ADA) at