Title I of ADA - General Overview
Title I of ADA - General Overview
Employees that have physical or mental impairments that substantially limit daily activities are protected under the ADA. The ADA does not specifically name all of the impairments that are covered. However, these activities include working, walking, talking, seeing, hearing or caring for oneself.
Title I of ADA requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges. It also restricts questions that can be asked about an applicant’s disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship.
Employees who are out of work due to personal medical issue will be given consideration for an accommodation under Title I of ADA. It is the responsibility of the employee to make known and submit an ADA Request for Reasonable Accommodations. Immediate supervisors will, whenever possible, provide light duty opportunities to the employee so they may continue to work productively. Please be advised MNPS shall not be required to create additional positions in order to facilitate light duty assignments.
Title I of ADA requires that employees must be able to perform the essential duties of their job. Additionally, the ADA states that accommodations must be reasonable and doable in nature, unless such accommodation would impose an undue hardship on the employer. Reasonable accommodations include such actions as making worksites accessible, modifying, existing equipment, providing new devices, modifying work schedules, restructuring jobs, and providing readers or interpreters.
Prohibited Personnel practices:
Title I prohibits the use of employment tests and other selection criteria that screen out, or tend to screen out, individuals with disabilities, unless such tests or criteria are shown to be job-related and consistent with business necessity. It also bans the use of pre-employment medical examinations or inquiries to determine if an applicant has a disability. It does, however, permit the use of a medical examination after a job offer has been made if the results are kept confidential; all persons offered employment in the same job category are required to take them; and the results are not used to discriminate.
MNPS is permitted, at any time, to inquire about the ability of a job applicant or employee to perform job-related functions.
Employees who believe they have been discriminated against in employment on the basis of disability should promptly contact the Workplace Safety Office to officially file a complaint. Employees do have the right to contact the enforcement agency, U. S. Equal Employment Opportunity Commission (EEOC), to resolve Title I concerns. Contact information for both offices has been provided below:
Workplace Safety Office
Metropolitan Nashville Public Schools
2601 Bransford Avenue
Nashville, TN 37204
Phone: (615) 687-4022
Fax #: (615) 214-8851