Final answer:
A person is considered disabled under the ADA if they have a physical or mental impairment that substantially limits one or more major life activities. The ADA requires employers to avoid discrimination and make reasonable accommodations for such individuals. The scope of what constitutes a disability has expanded over time to include conditions that can be mitigated or are in remission.
Step-by-step explanation:
Who is Considered Disabled Under ADA?
Under the Americans with Disabilities Act (ADA), a person is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities. This encompasses a wide range of conditions including, but not limited to, mobility impairments, visual and auditory disabilities, cognitive impairments, and certain chronic illnesses. The ADA prohibits discrimination against individuals with disabilities in various aspects of employment and mandates that employers provide reasonable accommodations for disabled employees unless doing so would result in undue hardship for the business.
Examples of accommodations might include the installation of ramps, providing assistive technologies, permitting flexible working schedules, or modifying equipment and devices. Notably, the definition of disability was initially interpreted narrowly by courts but has since been expanded to cover conditions that are mitigated by medical devices or in remission.
In the workplace, Titles I and V of the ADA protect the rights of disabled workers and ensure that employers create a supportive environment for their inclusion and success. The Rehabilitation Act of 1973 was also a stepping stone, which aided accessibility and equal employment opportunities in government programs for people with disabilities.