Americans with Disabilities Act
The U.S. Equal Employment Opportunity Commission
The Americans with Disabilities Act of 1990, Titles I and V
EDITOR'S NOTE: The following is the text of Titles I and V of the Americans with Disabilities Act of 1990 (Pub. L. 101-336) (ADA), as amended, as these titles appear in volume 42 of the United States Code, beginning at section 12101. Title I of the ADA, which became effective for employers with 25 or more employees on July 26, 1992, prohibits employment discrimination against qualified individuals with disabilities. Title I will apply to employers with 15 or more employees beginning on July 26, 1994. Title V contains miscellaneous provisions which apply to EEOC's enforcement of Title I. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) amends sections 101(4), 102 and 509 of the ADA. These amendments appear in boldface type. In addition, section 102 of the CRA (which is printed elsewhere in this publication) amends the Revised Statutes by adding a new section following section 1977 (42 U.S.C. 1981) to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973. Cross references to the ADA as enacted appear in italics following each section heading. Editor's notes also appear in italics.
An Act To establish a clear and comprehensive prohibition of
discrimination on the basis of disability.
Be it enacted by the Senate and House of Representatives of the United
States of America assembled, that this Act may be cited as the
"Americans with Disabilities Act of 1990".
* * *
FINDINGS AND PURPOSES
SEC. 12101. [Section 2]
(a) Findings. - The Congress finds that-
(1) some 43,000,000 Americans have one or more physical or mental
disabilities, and this number is increasing as the population as a whole
is growing older;
(2) historically, society has tended to isolate and segregate
individuals with disabilities, and, despite some improvements, such forms
of discrimination against individuals with disabilities continue to be a
serious and pervasive social problem;
(3) discrimination against individuals with disabilities persists
in such critical areas as employment, housing, public accommodations,
education, transportation, communication, recreation,
institutionalization, health services, voting, and access to public
services;
(4) unlike individuals who have experienced discrimination on the
basis of race, color, sex, national origin, religion, or age, individuals
who have experienced discrimination on the basis of disability have often
had no legal recourse to redress such discrimination;
(5) individuals with disabilities continually encounter various
forms of discrimination, including outright intentional exclusion, the
discriminatory effects of architectural, transportation, and communication
barriers, overprotective rules and policies, failure to make modifications
to existing facilities and practices, exclusionary qualification standards
and criteria, segregation, and relegation to lesser services, programs,
activities, benefits, jobs, or other opportunities;
(6) census data, national polls, and other studies have documented
that people with disabilities, as a group, occupy an inferior status in
our society, and are severely disadvantaged socially, vocationally,
economically, and educationally;
(7) individuals with disabilities are a discrete and insular
minority who have been faced with restrictions and limitations, subjected
to a history of purposeful unequal treatment, and relegated to a position
of political powerlessness in our society, based on characteristics that
are beyond the control of such individuals and resulting from stereotypic
assumptions not truly indicative of the individual ability of such
individuals to participate in, and contribute to, society;
(8) the Nation's proper goals regarding individuals with
disabilities are to assure equality of opportunity, full participation,
independent living, and economic selfsufficiency for such
individuals; and
(9) the continuing existence of unfair and unnecessary
discrimination and prejudice denies people with disabilities the
opportunity to compete on an equal basis and to pursue those opportunities
for which our free society is justifiably famous, and costs the United
States billions of dollars in unnecessary expenses resulting from
dependency and nonproductivity.
(b) Purpose. - It is the purpose of this chapter-
(1) to provide a clear and comprehensive national mandate for the
elimination of discrimination against individuals with disabilities;
(2) to provide clear, strong, consistent, enforceable standards
addressing discrimination against individuals with disabilities;
(3) to ensure that the Federal Government plays a central role in
enforcing the standards established in this chapter on behalf of
individuals with disabilities; and
(4) to invoke the sweep of congressional authority, including the
power to enforce the fourteenth amendment and to regulate commerce, in
order to address the major areas of discrimination faced
daytoday by people with disabilities.
DEFINITIONS
SEC. 12102. [Section 3]
As used in this chapter:
(1) Auxiliary aids and services. - The term ``auxiliary aids and
services' includes-
(A) qualified interpreters or other effective methods of making
aurally delivered materials available to individuals with hearing
impairments;
(B) qualified readers, taped texts, or other effective methods of
making visually delivered materials available to individuals with visual
impairments;
(C) acquisition or modification of equipment or devices; and
(D) other similar services and actions.
(2) Disability. - The term ``disability' means, with respect to an
individual-
(A) a physical or mental impairment that substantially limits one
or more of the major life activities of such individual;
(B) a record of such an impairment; or
(C) being regarded as having such an impairment.
(3) State. - The term ``State' means each of the several States,
the District of Columbia, the Commonwealth of Puerto Rico, Guam, American
Samoa, the Virgin Islands, the Trust Territory of the Pacific Islands, and
the Commonwealth of the Northern Mariana Islands.
SUBCHAPTER I [TITLE I] - EMPLOYMENT
DEFINITIONS
SEC. 12111. [Section 101]
As used in this subchapter:
(1) Commission. - The term ``Commission' means the Equal
Employment Opportunity Commission established by section 2000e-4 of this
title [section 705 of the Civil Rights Act of 1964].
(2) Covered entity. - The term ``covered entity' means an
employer, employment agency, labor organization, or joint
labormanagement committee.
(3) Direct threat. - The term ``direct threat' means a significant
risk to the health or safety of others that cannot be eliminated by
reasonable accommodation.
(4) Employee. - The term ``employee' means an individual employed
by an employer. With respect to employment in a foreign country, such
term includes an individual who is a citizen of the United States.
(5) Employer. -
(A) In general. - The term ``employer' means a person engaged in
an industry affecting commerce who has 15 or more employees for each
working day in each of 20 or more calendar weeks in the current or
preceding calendar year, and any agent of such person, except that, for
two years following the effective date of this subchapter, an employer
means a person engaged in an industry affecting commerce who has 25 or
more employees for each working day in each of 20 or more calendar weeks
in the current or preceding year, and any agent of such person.
(B) Exceptions. - The term ``employer' does not include-
(i) the United States, a corporation wholly owned by the government
of the United States, or an Indian tribe; or
(ii) a bona fide private membership club (other than a labor
organization) that is exempt from taxation under section 501(c) of Title
26 [the Internal Revenue Code of 1986].
(6) Illegal use of drugs. -
(A) In general. - The term ``illegal use of drugs' means the use
of drugs, the possession or distribution of which is unlawful under the
Controlled Substances Act [21 U.S.C. 801 et seq.]. Such term does not
include the use of a drug taken under supervision by a licensed health
care professional, or other uses authorized by the Controlled Substances
Act or other provisions of Federal law.
(B) Drugs. - The term ``drug' means a controlled substance, as
defined in schedules I through V of section 202 of the Controlled
Substances Act [21 U.S.C. 812].
(7) Person, etc. - The terms ``person', ``labor organization',
``employment agency', ``commerce', and ``industry affecting commerce',
shall have the same meaning given such terms in section 2000e of this
title [section 701 of the Civil Rights Act of 1964].
(8) Qualified individual with a disability. - The term ``qualified
individual with a disability' means an individual with a disability who,
with or without reasonable accommodation, can perform the essential
functions of the employment position that such individual holds or
desires. For the purposes of this subchapter, consideration shall be given
to the employer's judgment as to what functions of a job are essential,
and if an employer has prepared a written description before advertising
or interviewing applicants for the job, this description shall be
considered evidence of the essential functions of the job.
(9) Reasonable accommodation. - The term ``reasonable
accommodation' may include-
(A) making existing facilities used by employees readily accessible
to and usable by individuals with disabilities; and
(B) job restructuring, parttime or modified work schedules,
reassignment to a vacant position, acquisition or modification of
equipment or devices, appropriate adjustment or modifications of
examinations, training materials or policies, the provision of qualified
readers or interpreters, and other similar accommodations for individuals
with disabilities.
(10) Undue hardship. -
(A) In general. - The term ``undue hardship' means an action
requiring significant difficulty or expense, when considered in light of
the factors set forth in subparagraph (B).
(B) Factors to be considered. - In determining whether an
accommodation would impose an undue hardship on a covered entity, factors
to be considered include-
(i) the nature and cost of the accommodation needed under this
chapter;
(ii) the overall financial resources of the facility or facilities
involved in the provision of the reasonable accommodation; the number of
persons employed at such facility; the effect on expenses and resources,
or the impact otherwise of such accommodation upon the operation of the
facility;
(iii) the overall financial resources of the covered entity; the
overall size of the business of a covered entity with respect to the
number of its employees; the number, type, and location of its facilities;
and
(iv) the type of operation or operations of the covered entity,
including the composition, structure, and functions of the workforce of
such entity; the geographic separateness, administrative, or fiscal
relationship of the facility or facilities in question to the covered
entity.
DISCRIMINATION
SEC. 12112. [Section 102]
(a) General rule. - No covered entity shall discriminate against a
qualified individual with a disability because of the disability of such
individual in regard to job application procedures, the hiring,
advancement, or discharge of employees, employee compensation, job
training, and other terms, conditions, and privileges of employment.
(b) Construction. - As used in subsection (a) of this section, the term
``discriminate' includes-
(1) limiting, segregating, or classifying a job applicant or
employee in a way that adversely affects the opportunities or status of
such applicant or employee because of the disability of such applicant or
employee;
(2) participating in a contractual or other arrangement or
relationship that has the effect of subjecting a covered entity's
qualified applicant or employee with a disability to the discrimination
prohibited by this subchapter (such relationship includes a relationship
with an employment or referral agency, labor union, an organization
providing fringe benefits to an employee of the covered entity, or an
organization providing training and apprenticeship programs);
(3) utilizing standards, criteria, or methods of administration-
(A) that have the effect of discrimination on the basis of
disability; or
(B) that perpetuate the discrimination of others who are subject to
common administrative control;
(4) excluding or otherwise denying equal jobs or benefits to a
qualified individual because of the known disability of an individual with
whom the qualified individual is known to have a relationship or
association;
(5) (A) not making reasonable accommodations to the known physical
or mental limitations of an otherwise qualified individual with a
disability who is an applicant or employee, unless such covered entity can
demonstrate that the accommodation would impose an undue hardship on the
operation of the business of such covered entity; or
(B) denying employment opportunities to a job applicant or employee
who is an otherwise qualified individual with a disability, if such denial
is based on the need of such covered entity to make reasonable
accommodation to the physical or mental impairments of the employee or
applicant;
(6) using qualification standards, employment tests or other
selection criteria that screen out or tend to screen out an individual
with a disability or a class of individuals with disabilities unless the
standard, test or other selection criteria, as used by the covered entity,
is shown to be jobrelated for the position in question and is
consistent with business necessity; and
(7) failing to select and administer tests concerning employment in
the most effective manner to ensure that, when such test is administered
to a job applicant or employee who has a disability that impairs sensory,
manual, or speaking skills, such test results accurately reflect the
skills, aptitude, or whatever other factor of such applicant or employee
that such test purports to measure, rather than reflecting the impaired
sensory, manual, or speaking skills of such employee or applicant (except
where such skills are the factors that the test purports to measure).
(c) Covered entities in foreign countries. -
(1) In general. - It shall not be unlawful under this section for a
covered entity to take any action that constitutes discrimination under
this section with respect to an employee in a workplace in a foreign
country if compliance with this section would cause such covered entity to
violate the law of the foreign country in which such workplace is located.
(2) Control of corporation
(A) Presumption. - If an employer controls a corporation whose
place of incorporation is a foreign country, any practice that constitutes
discrimination under this section and is engaged in by such corporation
shall be presumed to be engaged in by such employer.
(B) Exception. - This section shall not apply with respect to the
foreign operations of an employer that is a foreign person not controlled
by an American employer.
(C) Determination. - For purposes of this paragraph, the
determination of whether an employer controls a corporation shall be based
on-
(i) the interrelation of operations;
(ii) the common management;
(iii) the centralized control of labor relations; and
(iv) the common ownership or financial control, of the employer and
the corporation.
(d) Medical examinations and inquiries. -
(1) In general. - The prohibition against discrimination as
referred to in subsection (a) of this section shall include medical
examinations and inquiries.
(2) Preemployment. -
(A) Prohibited examination or inquiry. - Except as provided in
paragraph (3), a covered entity shall not conduct a medical examination or
make inquiries of a job applicant as to whether such applicant is an
individual with a disability or as to the nature or severity of such
disability.
(B) Acceptable inquiry. - A covered entity may make preemployment
inquiries into the ability of an applicant to perform jobrelated
functions.
(3) Employment entrance examination. - A covered entity may require
a medical examination after an offer of employment has been made to a job
applicant and prior to the commencement of the employment duties of such
applicant, and may condition an offer of employment on the results of such
examination, if-
(A) all entering employees are subjected to such an examination
regardless of disability;
(B) information obtained regarding the medical condition or history
of the applicant is collected and maintained on separate forms and in
separate medical files and is treated as a confidential medical record,
except that_
(i) supervisors and managers may be informed regarding necessary
restrictions on the work or duties of the employee and necessary
accommodations;
(ii) first aid and safety personnel may be informed, when
appropriate, if the disability might require emergency treatment; and
(iii) government officials investigating compliance with this
chapter shall be provided relevant information on request; and
(C) the results of such examination are used only in accordance
with this subchapter.
(4) Examination and inquiry. -
(A) Prohibited examinations and inquiries. - A covered entity shall
not require a medical examination and shall not make inquiries of an
employee as to whether such employee is an individual with a disability or
as to the nature or severity of the disability, unless such examination or
inquiry is shown to be jobrelated and consistent with business
necessity.
(B) Acceptable examinations and inquiries. - A covered entity may
conduct voluntary medical examinations, including voluntary medical
histories, which are part of an employee health program available to
employees at that work site. A covered entity may make inquiries into the
ability of an employee to perform jobrelated functions.
(C) Requirement. - Information obtained under subparagraph (B)
regarding the medical condition or history of any employee are subject to
the requirements of subparagraphs (B) and (C) of paragraph (3).
DEFENSES
SEC. 12113. [Section 103]
(a) In general. - It may be a defense to a charge of discrimination
under this chapter that an alleged application of qualification standards,
tests, or selection criteria that screen out or tend to screen out or
otherwise deny a job or benefit to an individual with a disability has
been shown to be jobrelated and consistent with business necessity,
and such performance cannot be accomplished by reasonable accommodation,
as required under this subchapter.
(b) Qualification standards. - The term ``qualification standards' may
include a requirement that an individual shall not pose a direct threat to
the health or safety of other individuals in the workplace.
(c) Religious entities. -
(1) In general. - This subchapter shall not prohibit a religious
corporation, association, educational institution, or society from giving
preference in employment to individuals of a particular religion to
perform work connected with the carrying on by such corporation,
association, educational institution, or society of its activities.
(2) Religious tenets requirement. - Under this subchapter, a
religious organization may require that all applicants and employees
conform to the religious tenets of such organization.
(d) List of infectious and communicable diseases. -
(1) In general. - The Secretary of Health and Human Services, not
later than 6 months after July 26, 1990 [the date of enactment of this
Act], shall-
(A) review all infectious and communicable diseases which may be
transmitted through handling the food supply;
(B) publish a list of infectious and communicable diseases which
are transmitted through handling the food supply;
(C) publish the methods by which such diseases are transmitted; and
(D) widely disseminate such information regarding the list of
diseases and their modes of transmissibility to the general public.Such
list shall be updated annually.
(2) Applications. - In any case in which an individual has an
infectious or communicable disease that is transmitted to others through
the handling of food, that is included on the list developed by the
Secretary of Health and Human Services under paragraph (1), and which
cannot be eliminated by reasonable accommodation, a covered entity may
refuse to assign or continue to assign such individual to a job involving
food handling.
(3) Construction. - Nothing in this chapter shall be construed to
preempt, modify, or amend any State, county, or local law, ordinance, or
regulation applicable to food handling which is designed to protect the
public health from individuals who pose a significant risk to the health
or safety of others, which cannot be eliminated by reasonable
accommodation, pursuant to the list of infectious or communicable diseases
and the modes of transmissibility published by the Secretary of Health and
Human Services.
ILLEGAL USE OF DRUGS AND ALCOHOL
SEC. 12114. [Section 104]
(a) Qualified individual with a disability. - For purposes of this
subchapter, the term ``qualified individual with a disability' shall not
include any employee or applicant who is currently engaging in the illegal
use of drugs, when the covered entity acts on the basis of such use.
(b) Rules of construction. - Nothing in subsection (a) of this section
shall be construed to exclude as a qualified individual with a disability
an individual who-
(1) has successfully completed a supervised drug rehabilitation
program and is no longer engaging in the illegal use of drugs, or has
otherwise been rehabilitated successfully and is no longer engaging in
such use;
(2) is participating in a supervised rehabilitation program and is
no longer engaging in such use; or
(3) is erroneously regarded as engaging in such use, but is not
engaging in such use;except that it shall not be a violation of this
chapter for a covered entity to adopt or administer reasonable policies or
procedures, including but not limited to drug testing, designed to ensure
that an individual described in paragraph (1) or (2) is no longer engaging
in the illegal use of drugs.
(c) Authority of covered entity. -
A covered entity-
(1) may prohibit the illegal use of drugs and the use of alcohol at
the workplace by all employees;
(2) may require that employees shall not be under the influence of
alcohol or be engaging in the illegal use of drugs at the workplace;
(3) may require that employees behave in conformance with the
requirements established under the DrugFree Workplace Act of 1988
(41 U.S.C. 701 et seq.);
(4) may hold an employee who engages in the illegal use of drugs or
who is an alcoholic to the same qualification standards for employment or
job performance and behavior that such entity holds other employees, even
if any unsatisfactory performance or behavior is related to the drug use
or alcoholism of such employee; and
(5) may, with respect to Federal regulations regarding alcohol and
the illegal use of drugs, require that-
(A) employees comply with the standards established in such
regulations of the Department of Defense, if the employees of the covered
entity are employed in an industry subject to such regulations, including
complying with regulations (if any) that apply to employment in sensitive
positions in such an industry, in the case of employees of the covered
entity who are employed in such positions (as defined in the regulations
of the Department of Defense);
(B) employees comply with the standards established in such
regulations of the Nuclear Regulatory Commission, if the employees of the
covered entity are employed in an industry subject to such regulations,
including complying with regulations (if any) that apply to employment in
sensitive positions in such an industry, in the case of employees of the
covered entity who are employed in such positions (as defined in the
regulations of the Nuclear Regulatory Commission); and
(C) employees comply with the standards established in such
regulations of the Department of Transportation, if the employees of the
covered entity are employed in a transportation industry subject to such
regulations, including complying with such regulations (if any) that apply
to employment in sensitive positions in such an industry, in the case of
employees of the covered entity who are employed in such positions (as
defined in the regulations of the Department of Transportation).
(d) Drug testing. -
(1) In general. - For purposes of this subchapter, a test to
determine the illegal use of drugs shall not be considered a medical
examination.
(2) Construction. - Nothing in this subchapter shall be construed
to encourage, prohibit, or authorize the conducting of drug testing for
the illegal use of drugs by job applicants or employees or making
employment decisions based on such test results.
(e) Transportation employees. - Nothing in this subchapter shall be
construed
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