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Table 2. Americans with Disabilities Act

What the ADA prohibits

Discrimination based on actual disability, perceived disability or history of disability

Which employers are covered by the ADA Employers with at least 15 employees

What the ADA requires

Reasonable accommodations

Employer may ask only job-related medical questions Employer may not discriminate because a family member is ill Does not require employer to provide health insurance

How the ADA is enforced

Enforced by the EEOC:(800) 669-4000 (local EEOC office); (800) 669-EEOC (enforcement information)

Table 3. Family and Medical Leave Act

Applies to employers with 50+ employees

Provides 12 weeks of unpaid leave during any 12-month period to care for seriously ill self, spouse, child or parent

Requires employer to continue to provide benefits -including health insurance - during the leave period

Requires employer to restore employee to the same or equivalent position at the end of the leave period

Requires employee to make reasonable efforts to schedule foreseeable medical care so as not to disrupt the workplace

Enforced by private lawsuit

Table 4. Discrimination

How to avoid employment discrimination Do not volunteer cancer history Do not lie about medical history Keep focus on current health and ability Be prepared with letter from physician Seek employment with large employers Do not ask about health benefits prior to job offer

Steps to take if confronted with discrimination Consider resolving problem informally Suggest accommodations Seek support from health care providers, co-workers, legal resources and other survivors Keep written records of actions Be aware of filing deadlines Carefully evaluate goals

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