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A brief introduction to federal ADA employment guidelines

Employers in the state of Florida can find themselves under a huge amount of pressure to hire and retain highly qualified and productive workers. It can be challenging in many cases to choose between equally talented candidates and/or objectively evaluate the job performance of current employees. That is why it is important for employers to be familiar with federal ADA guidelines and promote fair employment practices at all times.

According to the Civil Rights Division of the United States Department of Justice, the federal Americans with Disabilities Act was enacted in 1990. The law prohibits discrimination against people with disabilities and extends to a large number of life activities, including ensuring equal access to meaningful employment. Regarded as a well-rounded piece of civil rights legislation, the ADA allows for the implementation and enforcement of anti-discrimination policies in the workplace.

The U.S. Equal Employment Opportunity Commission discusses how ADA guidelines apply to employment law issues like discrimination, harassment and wrongful termination. According to the EEOC, employers are prohibited from basing employment decisions on the real or perceived disability of a prospective or current worker. For instance, an employer is not allowed to consider a qualified job applicant unfavorably because of his or her disability. Employers are also prohibited from harassing or discriminated against a worker or job applicant because he or she has a history of disability. Another key provision of the ADA is that it requires employers to provide reasonable accommodations to current and/or prospective employees with disabilities in many cases.

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