Policy on accomodating disabilty of employees
SSA is dedicated to improving the employment, retention, and advancement of qualified persons with disabilities by providing reasonable accommodation information and resources.
To that end, SSA processes requests for reasonable accommodation and, where appropriate, provide reasonable accommodation in a prompt, fair, and efficient manner.
Federal contractors and subcontractors who are covered by the affirmative action requirements of the Rehabilitation Act may invite individuals with disabilities to identify themselves on a job application form or in some other pre-employment inquiry.
Employers requesting this information must follow certain legal requirements regarding the way this information is requested and used.
Can I be asked about my disability in a job interview? Can I be forced to take a physical or medical exam? These are the primary federal laws that apply to workplace discrimination, although there are many other federal laws that make it illegal to discriminate on the basis of disability, for example: the Air Carrier Access Act of 1986 prevents discrimination in provision of air transportation, the Architectural Barriers Act of 1968 requires that buildings and facilities, designed, constructed, altered, or leased with certain federal funds after September 1969 must be accessible to and usable by handicapped persons, the Fair Housing Act prohibits discrimination in the sale, rental, and financing of housing based on disability, along with other minorities, and the Individuals with Disabilities Education Act ensures that students with disabilities are protected, and that all children with disabilities have available to them free appropriate public education.
The standards for determining employment discrimination under the Rehabilitation Act are the same as those used in the Americans with Disabilities Act.
What is disability discrimination, or disability harassment? What are some examples of disability discrimination? Which federal law(s) cover people with disabilities? Even though an impairment may be intermittent or in remission, it will be classified as a disability if, when active, it would substantially limit a major life activity.
The ADA Amendments Act emphasizes that the definition of disability "should be interpreted broadly." The Act directs the EEOC to revise the portion of its regulation defining the term "substantially limits." The Act also expands the definition of "major life activities" to include: In determining whether one has a disability, mitigating measures (if you are able to use medication to eliminate the limitations of your medical condition, or successfully use a prosthetic, hearing aid, glasses, or other assistive device) other than "ordinary eyeglasses or contact lenses" will not be considered.
The Social Security Administration (SSA) fully complies with the reasonable accommodation requirements of the Rehabilitation Act of 1973.
What is an "impairment substantially limiting a major life activity? Sections of the ADA not relating to employment address discrimination by governmental agencies and in public accommodations.
The ADA makes it illegal for private employers, state and local governments, employment agencies, and labor unions to discriminate against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment.
Many states also have laws that make it illegal to discriminate on the basis of disability.
For more information, please see our page on the minimum number of employees needed to file a claim under your state law.