Although you're aware of the Americans with Disabilities Act (ADA), you might not understand how to implement it in your small business. The Equal Employment Opportunity Commission (EEOC) can help; for storefront owners, see Safety Regulations.
The Americans with Disabilities Act: A Primer for Small Business outlines the provisions of the ADA and provides valuable examples, tips, and caveats.
This EEOC publication covers:
- Who's protected by Title I of the ADA.
- How to make ADA services accessible.
- The use of tax credits and deductions to offset specific costs.
- How to avoid mistakes when interviewing applicants with disabilities.
- What questions you're permitted to ask employees about a medical condition.
- What to do if safety issues arise.
- Various aspects of reasonable accommodations requirements.
- Tax incentives for businesses that hire and retain people with disabilities.
If you provide goods and services to the public, check out the ADA Guide for Small Businesses, a 15-page illustrated guide that presents an overview of basic requirements for small businesses. Spanish, Cambodian, Chinese, Hmong, Japanese, Korean, Laotian, Tagalog and Vietnamese editions are available.
Reading up on the ADA can help you avoid costly lawsuits. Get smart on the law — and talk to an agent to make sure you have the coverage you need to protect your business against this risk. For information on payment-related protections, see Merchant Processing Insurance.
Frequently Asked Questions
Who is protected under Title I of the ADA?
Title I protects qualified applicants and employees with disabilities from employment discrimination and requires reasonable accommodations in many situations.
When does an employer need to provide a reasonable accommodation?
An employer must provide reasonable accommodations when an employee’s disability affects job performance, unless providing one would cause undue hardship for the business.
Can I ask job applicants about medical conditions?
You may ask job-related questions about an applicant’s ability to perform essential job functions, but avoid intrusive medical inquiries before a conditional job offer.