The ADA does not specifically name all of the impairments that are covered. Title I 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 of employment. It 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. Religious entities with 15 or more employees are covered under title I. Title I complaints must be filed with the U.S. Equal Employment Opportunity Commission (EEOC) within 180 days of the date of discrimination, or 300 days if the charge is filed with a designated State or local fair employment practice agency. Individuals may file a lawsuit in Federal court only after they receive a "right-to-sue" letter from the EEOC. Reference List

A Guide to Disability Rights Laws. September 2005. Accessed 21 November 2011.

< www.ada.gov/cguide.htm>Cached - Similar

Define and discuss job analysis: Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not...

The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal (HR Guide to the Internet: Job Analysis: Overview). There are six steps in doing job analysis. Step number 1: Decide how you will use the data information, since this will determine the data you collect and how you collect them. Some data collection methods such as interviewing the employee and asking job entail. Another methods, like position analysis questionnaire.
Step number 2: Review relevant background information such as organization charts, job descriptions and process charts. Organization chart shows the organization wide division of work, how the job in question relates to other jobs, and where the job fits in the whole organization. A process chart provides more detailed picture of the work flow. Finally, the existing job description usually provides a starting point for building the revised job description. Step number 3: Selecting representative positions: Because there may be too many similar jobs to analyze. Step number 4: Actually analyze the job: By collecting data information on job activities, required employee working conditions, human traits, abilities and employee behaviors. Step number 5: Verify the job analysis information with the employee performing the job and with his/her supervisor. Step number 6: Develop job description and specification. Both of them are two tangible products of job analysis. Job description is a written statement that describes the activities and responsibilities of the job and also working conditions and safety hazards. Job specifications underline the personal qualities, skills, traits, background required for the job needed (Steps in Job Analysis). Advantages of job analysis are: It provides with first