Business Glossary

federal law that prohibits discrimination against individuals with physical handicaps,including hiring practices and design of buildings intended to serve the public.

act that prevents employers from rejecting disabled job applicants on the grounds that hiring such an applicant would result in higher employee health care cost. Additionally, if the job applicant has a disabled spouse, child, or other dependent, regardless of whether or not the job applicant is also disabled, the employer cannot reject the job applicant on those grounds. Thus, the employer cannot exclude disabled employees and their dependents from its health plan on the ground that providing such coverage would increase the cost of health care. Title I of the act became effective for all employers with 25 or more employees on July 26, 1992.

A disability is defined by the ADA as: "A physical or mental impairment which substantially limits one or more major life activities; or a record of such impairment; or being regarded as having such an impairment." Title I mandates that: "All personnel actions must be unrelated to either the existence or consequence of disability to include recruitment and selection of employees; compensation of employees; training and all terms, conditions, and privileges of employment. If there are any conflicts with state laws, ADA takes precedence."

federal law established in 1991 that prohibits discrimination on the basis of workers' disabilities. The act is designed to protect the rights of people with virtually any physical or mental disability. It protects consumers in that it makes discrimination against the disabled illegal in public accommodations, transportation, and telecommunications. In industry, it applies to companies with 15 or more employees and protects job applicants as well as employees.