SECTION 1 General Definitions Who is Affected Qualified individuals with disabilities are defined by the ADA / FEHA as anyone with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. This includes people with current or past physical or mental impairments that limit one or more major life activities, as well as those who have a record of such an impairment or are not disabled but are regarded as such, as well as someone who has a relationship or association with an individual qualified under the ADA/FEHA. Employment Employment practice includes terms, conditions and privileges of employment such as: application, testing, hiring, assignments, evaluation, disciplinary actions, training, promotion, layoff, termination, compensation, etc. Reasonable Accommodation Reasonable accommodation is any change in the work environment or in the way things are usually done that results in equal employment opportunity for an individual with a disability e.g., job processes, acquiring or modifying equipment or devices, etc. Essential Functions Essential functions are the fundamental duties of the employment position the individual with a disability holds or desires. They could not be performed by another position without seriously disrupting the operations of the unit. Marginal tasks, those that could be reassigned if necessary, are specifically excluded from the definition of essential functions. Undue Hardship An action that is excessively costly, extensive, substantial or disruptive, or that would fundamentally alter the nature or operation of the business. Major Life Activities Activities that an average person can perform with little or no difficulty such as walking, speaking, seeing, hearing, working, performing manual tasks, physical, mental and social activities, etc.
SECTION 1 General Definitions Who is Affected Qualified individuals with disabilities are defined by the ADA / FEHA as anyone with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. This includes people with current or past physical or mental impairments that limit one or more major life activities, as well as those who have a record of such an impairment or are not disabled but are regarded as such, as well as someone who has a relationship or association with an individual qualified under the ADA/FEHA. Employment Employment practice includes terms, conditions and privileges of employment such as: application, testing, hiring, assignments, evaluation, disciplinary actions, training, promotion, layoff, termination, compensation, etc. Reasonable Accommodation Reasonable accommodation is any change in the work environment or in the way things are usually done that results in equal employment opportunity for an individual with a disability e.g., job processes, acquiring or modifying equipment or devices, etc. Essential Functions Essential functions are the fundamental duties of the employment position the individual with a disability holds or desires. They could not be performed by another position without seriously disrupting the operations of the unit. Marginal tasks, those that could be reassigned if necessary, are specifically excluded from the definition of essential functions. Undue Hardship An action that is excessively costly, extensive, substantial or disruptive, or that would fundamentally alter the nature or operation of the business. Major Life Activities Activities that an average person can perform with little or no difficulty such as walking, speaking, seeing, hearing, working, performing manual tasks, physical, mental and social activities, etc.
ADARequestRevisedJanuary2013.docx