Click on the following Links for more information about employment discrimination and complaints, plus payday, child labor, and minimum wage requirements, complaint procedures, deadlines and more.
Americans with Disabilities Act
All employers with fifteen (15) or more employees must comply with this law. Under ADA, an employer may not ask about an applicant’s prior or current medical condition, prior injuries, prior claims for compensation, or disabilities. An employer may only inquire into a person’s ability to perform the essential functions of the job, with or without reasonable accommodation.
Employers can hire the most qualified applicants, but must consider all persons without discriminating on the basis of disabilities. Employers do not have to lower their performance standards nor hire individuals with disabilities over applicants who are not disabled.
People who have been treated in the past, and/or are currently being treated, for drug or alcohol abuse are protected by the ADA. Current users are not protected. A job offer may be made contingent upon the results of a medical exam. All candidates for that job must have the same exam.
The U.S. Equal Employment Opportunity Commission has information on the Americans with Disabilities Act (ADA). Access this information at: Small Employers and Reasonable Accommodations.
The U.S. Department of Labor lists the facts and myths associated with the Americans with Disabilities Act (ADA). Click on Employers and the ADA.
Accommodation
The U.S. Department of Education has two guides that assist employers to integrate individuals with disabilities into their workforce. They can be accessed at this link:
Disability Employment 101
Business Tax Credits
There are tax credits and incentives for employers who hire persons with disabilities. For more information, click on these links:
U.S. Department of Labor Office of Disability Employment Policy
JAN Job Accommodation Network
People with Disabilities: A Texas Profile Highlights the characteristics of a specific population that is the focus of a long term objective in the current workforce system strategic plan. Advancing Texas identifies Texans with disabilities as a population that warrants additional focus and planning efforts to ensure that they have access to relevant and effective workforce programs and services, and the opportunities to gain and maintain employment.
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