TheThe Arizona Center Arizona Center for Disability Lawfor Disability Law is a is a not for profit public interest not for profit public interest law firm, dedicated to the law firm, dedicated to the provision of vital legal provision of vital legal services to children and services to children and adults with disabilities, by adults with disabilities, by addressing issues such as addressing issues such as special education, special education, employment, housing, employment, housing, public accommodations, public accommodations, abuse and neglect, access abuse and neglect, access to appropriate health care to appropriate health care and mental health and and mental health and services and assistive services and assistive technologytechnology

El Centro Arizona para la Ley de Discapacidad una firma de abogados no lucrativa de interés público, dedicada a proveer servicios legales vitales a niños y adultos con discapacidades, atendiendo asuntos como educación especial, empleo, vivienda, acomodaciones públicas, abuso y descuido, acceso a servicios médicos y de salud mental apropiados y tecnología asistencial.

How To Access Our How To Access Our ServicesServices

The Center has The Center has simplified the simplified the process that you use process that you use to access our to access our programs and programs and services. If you live services. If you live in the Phoenix in the Phoenix metropolitan area, metropolitan area, you can call (602) you can call (602) 274-6287 (Voice or 274-6287 (Voice or TTY).TTY).

Cómo tener acceso a nuestros

servicios

El Centro ha simplificado el proceso que usted utiliza para tener acceso a nuestros programas y servicios. Si vive en el área metropolitana de Phoenix, puede llamar al (602) 274-6287 (voz o teletipo).

If you live anywhere If you live anywhere else in the state, else in the state, you dial toll –free 1-you dial toll –free 1-800-927-2260 800-927-2260 (Voice or TTY). All (Voice or TTY). All requests for requests for services are now services are now centralized in our centralized in our Phoenix officePhoenix office

Cómo tener acceso a nuestros servicios

(continuado)

Si vive en cualquier otro lugar en el estado, llame sin cargo al 1-800-927-2260 (voz o teletipo). Todas las solicitudes de servicios están ahora centralizadas en nuestra oficina de Phoenix.

How To Access Our How To Access Our Services (cont’d.)Services (cont’d.)

AN OVERVIEW OF AN OVERVIEW OF TITLE I OF THE TITLE I OF THE

AMERICANS WITH AMERICANS WITH DISABILITIES ACTDISABILITIES ACT

Who is a Qualified Who is a Qualified Individual with a Individual with a

Disability?Disability?Who is a Covered Who is a Covered

Employer?Employer?What is a Reasonable What is a Reasonable

Accommodation?Accommodation?What other Protections What other Protections

Does the ADA Does the ADA Provide?Provide?

UN VISTAZO GENERAL DEL TÍTULO I DE LA LEY DE

ESTADOUNIDENSES CON DISCAPACIDADES

¿Quién es una una persona calificada con una discapacidad?¿Quién es un empleador con cobertura?¿Qué es una acomodación razonable?¿Qué otras protecciones proporciona la ADA?

Who Is A Qualified Who Is A Qualified Individual With A Individual With A

Disability?Disability? 1.1. “QID”: To be “QID”: To be

protected by the ADA, protected by the ADA, a person must be a person must be able to prove s/he is a able to prove s/he is a qualified individual qualified individual with a disability. with a disability.

2.2. Disability: The Disability: The term "disability" has a term "disability" has a special meaning special meaning under the ADA.under the ADA.

¿Quién es una persona calificada con una

discapacidad?

1. “QID”: Para estar protegido por la ADA, una persona tiene que ser capaz de probar que él o ella es una persona con una discapacidad. 2. Discapacidad: El término “discapacidad” tiene un significado especial de conformidad con la ADA.

Disability under the Disability under the ADA means a ADA means a physical or mental physical or mental impairment that impairment that substantially limits substantially limits one or more major life one or more major life activities.activities.

Who Is A Qualified Who Is A Qualified Individual With A Individual With A

Disability? (cont’d.)Disability? (cont’d.)

¿Quién es una persona calificada con una discapacidad? (continuado

Discapacidad de conformidad con la ADA significa un impedimento físico o mental que limita sustancialmente una o más actividades principales de la vida.

Being Qualified Under Being Qualified Under the ADA: Skills, the ADA: Skills, Experience and Experience and

EducationEducation A person with a A person with a

disability must meet the disability must meet the minimum job minimum job qualifications for the qualifications for the job. Job qualifications job. Job qualifications include but are not include but are not limited to the skill, limited to the skill, experience, education, experience, education, medical, safety, medical, safety, physical and other physical and other requirements a covered requirements a covered employer sets as employer sets as requirements for a job.requirements for a job.

Estar calificado de conformidad con la ADA: Habilidades, experiencia y educación

Una persona con una discapacidad tiene que reunir las capacidades mínimas para el puesto. Las aptitudes para el puesto incluyen, pero no se limitan a los requerimientos de habilidad, experiencia, educación, médicos, seguridad, físicos y otros que un empleador con cobertura establece como requerimientos para un trabajo.

QualificationsQualifications

Must not screen out or Must not screen out or tend to screen out tend to screen out people with disabilities people with disabilities

Must be job-relatedMust be job-related Must be a business Must be a business

necessitynecessity

Requerimientos

No deben eliminar ni tender a eliminar personas con discapacidadesTienen que estar relacionados con el puestoTienen que ser una necesidad del negocio

Essential job Essential job functionsfunctions

Essential v. marginalEssential v. marginal Essential functions Essential functions

are important and are important and necessary job dutiesnecessary job duties

Must be able to Must be able to perform these dutiesperform these duties

Must be qualified Must be qualified whether need an whether need an accommodation or accommodation or notnot

Funciones esenciales del puesto

Esencial vs. marginalLas funciones esenciales son tareas del puesto importantes y necesarias.Tiene que ser capaz de realizar estas tareas.Tiene que estar calificado ya sea que necesite una acomodación o no.

Essential job Essential job functions (cont’d.)functions (cont’d.)

Factors to consider:Factors to consider: written job descriptions written job descriptions

before the position was before the position was advertised for;advertised for;

employer’s opinion;employer’s opinion; duties other people in duties other people in

the same position the same position perform;perform;

duties other people duties other people performed who held performed who held the same positionthe same position

Funciones esenciales del puesto (continuado)

Factores a considerar:descripciones del puesto por escrito antes que se anunciara el trabajo;opinión del empleador;tareas realizadas por otras personas en el mismo puesto;tareas realizadas por otras personas que ocuparon el mismo puesto

Essential job functions (cont’d.)

duties of past duties of past employees in employees in similar positionssimilar positions

terms of a terms of a collective collective bargaining bargaining agreementagreement

Funciones esenciales del puesto

(continuado)

tareas de empleados anteriores en posiciones similares

términos de un convenio de negociación colectiva

Substantial Substantial limitationlimitation

Means that a person Means that a person is unable to perform, is unable to perform, or is significantly or is significantly limited in the ability to limited in the ability to perform, an activity perform, an activity compared to an compared to an average person in the average person in the general populationgeneral population

Limitación sustancial

Significa que una persona no puede realizar, o está significativamente limitada en la habilidad de realizar, una actividad en comparación con una persona promedio de la población general

Substantial Substantial limitation (cont’d.)limitation (cont’d.)

Look to three factors:Look to three factors: the nature and the nature and

severity of the severity of the impairment;impairment;

how long the impair-how long the impair-ment will last or is ment will last or is expected to last; and expected to last; and

the permanent or long the permanent or long term impact or term impact or expected impact of expected impact of the impairmentthe impairment

Limitación sustancial

(continuado)

Observar tres factores:la naturaleza y severidad del impedimento;cuánto tiempo durará o se espera que dure el impedimento; yel impacto permanente o a largo plazo, o el impacto esperado del impedimento

Examples of Examples of major life major life activitiesactivities

WalkingWalking RunningRunning Seeing Seeing HearingHearing SpeakingSpeaking BreathingBreathing ConcentratingConcentrating LearningLearning

Ejemplos de actividades

principales de la vida

Caminor Correr Ver Oír Hablar Respirar Concentrarse Aprender

““Mitigating Mitigating Measures” ruleMeasures” rule

Effect of Medication and Effect of Medication and Corrective Devices on Corrective Devices on Disability DeterminationDisability Determination

Sometimes medication Sometimes medication or corrective devices, or corrective devices, such as eye glasses and such as eye glasses and hearing aids, may hearing aids, may actually fully correct a actually fully correct a medical condition or medical condition or impairment. impairment.

Regla de “Medidas atenuantes

Efecto de medicamentos y dispositivos correctores sobre la determinación de discapacidadA veces los medicamentos o dispositivos correctores, como lentes y audífonos, pueden de hecho corregir totalmente una condición médica o impedimento.

Three Ways a Three Ways a Person Without a Person Without a Disability May be Disability May be Protected by the Protected by the

ADA:ADA:1)qualified individual 1)qualified individual

who has a who has a recordrecord of of a disability or a disability or substantially limiting substantially limiting impairment. impairment.

Tres formas en que una persona con una discapacidad puede ser protegida por la

ADA:

1) Como persona calificada que tiene un historial de una discapacidad o impedimento sustancialmente limitador.

Three Ways a Three Ways a Person Without a Person Without a Disability May be Disability May be Protected by the Protected by the

ADA (cont’d.)ADA (cont’d.)2)qualified individual 2)qualified individual

who is who is regarded asregarded as having such an having such an impairment.impairment.

3)individual who has a 3)individual who has a known known relationship relationship or associationor association with with an individual with a an individual with a disability.disability.

Tres formas en que una persona con una

discapacidad puede ser protegida por la ADA

(continuado)

2) Como persona calificada que se considera que tiene tal impedimento

3) Como persona que tiene una relación u asociación conocida con una persona con una discapacidad.

Who Is A Covered Who Is A Covered Employer?Employer?

Must have at least 15 Must have at least 15 employees, regardless employees, regardless of their actual work of their actual work location.location.

Includes employment Includes employment

agencies and labor agencies and labor unions.unions.

Other laws may apply Other laws may apply to persons with to persons with disabilities who are disabilities who are employed by smaller employed by smaller businesses. businesses.

¿Quién es un empleador con

cobertura?

Tiene que tener por lo menos 15 empleados, sin importar la ubicación donde trabajan. Incluye agencias de empleo y sindicatos laborales.  Otras leyes pueden aplicarse a personas con discapacidades que son empleados de negocios más pequeños.  

The ADA also applies The ADA also applies to state and local to state and local

governments.governments.

Includes all state and Includes all state and local governmental local governmental agencies, agencies, departments and departments and entities, regardless of entities, regardless of their size or number of their size or number of employees.employees.

La ADA también se aplica a gobiernos estatales y locales.

Incluye todas las agencias, departamentos y entidades gubernamentales estatales y locales, sin importar su tamaño ni la cantidad de empleados.

SState and local tate and local governments governments

(cont’d.)(cont’d.) Examples of state and Examples of state and

local employers local employers include: public include: public schools, public schools, public universities, police and universities, police and fire departments, fire departments, public libraries, public libraries, museums, public parks museums, public parks and recreation and recreation facilities, and social facilities, and social welfare offices.welfare offices.

Gobiernos estatales y locales (continuado)

Los ejemplos de empleadores estatales y locales incluyen: escuelas públicas, universidades públicas, departamentos de policía y bomberos, bibliotecas públicas, museos, parques públicos e instalaciones de recreación y oficinas de bienestar social.

Who is Not a Who is Not a Covered Employer?Covered Employer?

The federal The federal government. However, government. However, federal employees are federal employees are protected under protected under Section 501 of the Section 501 of the Rehabilitation Act of Rehabilitation Act of 1973. 1973.

¿Quién es un empleador sin

cobertura?

El gobierno federal. Sin embargo, los empleados federales están protegidos de conformidad con la Sección 501 de la Ley de Rehabilitación de 1973.

Who is Not a Covered

Employer? (cont’d.)

Note: The Rehabilitation Act and the ADA are almost identical, but have different deadlines for taking legal action.

Indian Tribes.

¿Quién es un empleador sin

cobertura? (continuado)

Nota: La Ley de Rehabilitación y la ADA son casi idénticas, pero tienen diferentes fechas límite para entablar una acción legal. Las tribus indígenas.

Reasonable Reasonable AccommodationsAccommodations

Employee must be ableEmployee must be ableto perform the essential to perform the essential functions of the job, functions of the job, with or without with or without reasonable reasonable accommodations.accommodations.

Acomodaciones razonables

El empleado tiene que ser capaz de realizar las funciones esenciales del puesto, con o sin acomodaciones razonables. 

ReasonableAccommodations

(cont’d.) Discrimination

includes an employer’s failure to make reasonable accommodations to the known physical or mental limitations of an otherwise qualified employee or applicant,

Acomodaciones razonables

(continuado)

La discriminación incluye la falla por parte de un empleador de hacer acomodaciones razonables para las limitaciones físicas o mentales conocidas de un empleado o solicitante que de otra manera califica, 

Reasonable Reasonable Accommodations Accommodations

(cont’d.)(cont’d.)

unless the employerunless the employercan demonstrate thatcan demonstrate thatthe accommodation the accommodation would impose an unduewould impose an unduehardship on the hardship on the operation of itsoperation of itsbusiness. 42 U.S.C. §business. 42 U.S.C. §12112(b)(5)(A).12112(b)(5)(A).

Acomodaciones razonables

(continuado)

a menos que el empleador pueda demostrar que la acomodación impondría dificultades excesivas a la operación de su negocio. 42 U.S.C. § 12112(b)(5)(A).

ADA Definition of ADA Definition of Reasonable Reasonable

AccommodationAccommodation Includes making Includes making

facilities accessible and facilities accessible and usable by individuals usable by individuals with disabilities;with disabilities;

Job restructuring;Job restructuring; Part-time or modified Part-time or modified

work schedules;work schedules; Acquisition or Acquisition or

modification of modification of equipment or devices;equipment or devices;

Definición de acomodación

razonable conforme a la ADA

Incluye hacer que las instalaciones sean accesibles y las puedan usar personas con discapacidades;Reestructuración de puestos;Horarios de trabajo modificados o de tiempo parcial;Adquisición o modificación de equipos o dispositivos;

ADA Definition of ADA Definition of Reasonable Reasonable

Accommodation Accommodation (cont’d.)(cont’d.)

Appropriate adjustment Appropriate adjustment or modification of or modification of examinations, training examinations, training materials or policies;materials or policies;

The provisions of The provisions of qualified interpreters and qualified interpreters and readers; and readers; and

Reassignment to a Reassignment to a vacant position; and vacant position; and

Any other similar Any other similar accommodations for accommodations for people with disabilities. people with disabilities.

Definición de acomodación

razonable conforme a la ADA (continuado)

Ajustes o modificaciones apropiadas de exámenes, materiales de entrenamiento o políticas;El suministro de intérpretes y lectores calificados; y La reasignación a un puesto vacante; y Cualquier otra acomodación similar para personas con discapacidades.

Examples of Examples of accommodationsaccommodations

Changes to a building Changes to a building or work location to or work location to make it accessiblemake it accessible

Exchanging marginal Exchanging marginal duties between co-duties between co-workersworkers

Part-time or modified Part-time or modified work scheduleswork schedules

Altering when or how Altering when or how an essential function is an essential function is performedperformed

Ejemplos de acomodaciones

Cambios a un edificio o lugar de trabajo para hacerlo accesibleIntercambio de tareas marginales entre compañeros de trabajoHorarios de trabajo modificados o de tiempo parcialCambio de cuándo o cómo se realiza una función esencial

Examples of Examples of accommodations accommodations

(cont’d.)(cont’d.)

Flexible leave policiesFlexible leave policies Acquiring or Acquiring or

modifying equipment modifying equipment or devicesor devices

Adjusting or modifying Adjusting or modifying exams, training exams, training materials, or policiesmaterials, or policies

Ejemplos de acomodaciones

(continuado)

Políticas flexibles de permisosAdquisición o modificación de equipos o dispositivosAjuste o modificación de exámenes, materiales de entrenamiento o políticas

Examples of accommodations

(cont’d.)

Permitting use of Permitting use of accrued paid leave or accrued paid leave or unpaid leave for unpaid leave for treatmenttreatment

ReassignmentReassignment OtherOther

Ejemplos de acomodaciones

(continuado)

Permitir el uso de permisos con sueldo acumulados o permisos sin sueldo para tratamientosReasignaciónOtros

Confidentiality of Confidentiality of Medical RecordsMedical Records

Information obtained is Information obtained is collected and collected and maintained on maintained on separate forms in separate forms in separate locked filesseparate locked files

Information is treated Information is treated like confidential recordlike confidential record

Limited access for Limited access for filingfiling

Limited disclosureLimited disclosure

Confidencialidad de los expedientes

médicos

La información obtenida es recabada y mantenida en formularios separados en archivos con llave separadosLa información se trata como expediente confidencialAcceso limitado a archivosDivulgación limitada

Job Applicants:Job Applicants:When can disability When can disability related questions be related questions be

asked?asked? No- Not before job No- Not before job

offeroffer Yes– After job offer Yes– After job offer

but before actually but before actually beginning work ORbeginning work OR

Yes– After first day Yes– After first day of work BUT ONLY of work BUT ONLY IF job related and IF job related and consistent with consistent with business necessitybusiness necessity

Solicitantes de empleo:¿Cuándo pueden hacerse

las preguntas relacionadas con

discapacidad?

No – No antes de la oferta de empleoSí – Después de la oferta de empleo pero antes de comenzar a trabajar, OSí – Después del primer día de trabajo, PERO SOLAMENTE SI está relacionada con el puesto y es congruente con las necesidades del negocio.

What is Unlawful What is Unlawful Retaliation Under Retaliation Under

the ADA?the ADA? Employer takes Employer takes

adverse action adverse action against employee against employee who has opposed who has opposed employer’s employer’s discriminatory actsdiscriminatory acts

““Adverse action” Adverse action” includes termination, includes termination, suspension, suspension, demotion, poor demotion, poor evaluations and other evaluations and other negative treatmentnegative treatment

¿Qué es una represalia ilegal de conformidad con la

ADA?

El empleador toma medidas adversas contra el empleado que se ha opuesto a las acciones discriminatorias del empleador.

Las “medidas adversas” incluyen despido, suspensión, descenso de categoría, evaluaciones deficientes y otros tratamientos negativos. 

Unlawful Retaliation Unlawful Retaliation (cont.)(cont.)

““Opposed” means Opposed” means the employee the employee communicated to communicated to employer her belief employer her belief that it discriminated that it discriminated against a person against a person with a disability.with a disability.

Must be a Must be a connection between connection between the opposition and the opposition and the adverse action.the adverse action.

Represalia ilegal (continuado)

“Se ha opuesto” significa que el empleado le comunica al empleador su creencia que ha discriminado en contra de una persona con una discapacidad.

Tiene que haber una conexión entre la oposición y la acción adversa.

What is Unlawful What is Unlawful Harassment Under Harassment Under

the ADA?the ADA? Must be based on the Must be based on the

disability.disability. Must be severe and Must be severe and

must be a continuing must be a continuing problem.problem.

Report unlawful Report unlawful harassment to your harassment to your employer!employer!

¿Qué es el hostigamiento ilegal de conformidad con

la ADA?

Tiene que estar basado en la discapacidad.Tiene que ser severo y tiene que ser un problema continuo.¡Reporte el hostigamiento ilegal a su empleador!

Termination of Termination of EmploymentEmployment

Unlawful if based on a Unlawful if based on a qualified employee’s qualified employee’s disability.disability.

Employer must provide Employer must provide a valid, non-a valid, non-discriminatory reason discriminatory reason for termination.for termination.

Employee must then Employee must then show that disability was show that disability was actual reason for actual reason for termination.termination.

Terminación del empleo

Ilegal si se basa en la discapacidad de un empleado calificado.El empleador tiene que proveer una razón válida, no discriminatoria, para la terminación.El empleado tiene entonces que demostrar que la discapacidad fue la razón real de la terminación.

Taking Legal Action Taking Legal Action

You can file a charge of You can file a charge of discrimination with the discrimination with the US Equal Employment US Equal Employment Opportunity Opportunity Commission (“EEOC”) Commission (“EEOC”) and the Civil Rights and the Civil Rights Division of the Arizona Division of the Arizona Attorney General’s Attorney General’s Office (“ACRD”).Office (“ACRD”).

Must go through this Must go through this process before filing a process before filing a lawsuit in court.lawsuit in court.

Entablando acción legal

Usted puede presentar un cargo de discriminación ante la Comisión de Igualdad de Oportunidad en el Empleo (“EEOC”) de los EE.UU. y la División de Derechos Civiles de la Oficina del Procurador General de Arizona (“ACRD”).

Tiene que seguir este proceso antes de entablar una demanda en un tribunal.

Legal Action: Legal Action: Important DeadlinesImportant Deadlines

You have up to 180 You have up to 180 days from the date of days from the date of discrimination to file a discrimination to file a charge under both state charge under both state and federal law.and federal law.

You have up to 300 You have up to 300 days from the date of days from the date of discrimination to file a discrimination to file a charge under federal charge under federal law only (ADA).law only (ADA).

Acción legal: Fechas límite importantes

Usted tiene hasta 180 días a partir de la fecha de discriminación para presentar un cargo de conformidad con la ley estatal y federal.Usted tiene hasta 300 días a partir de la fecha de discriminación para presentar un cargo de conformidad con la ley federal únicamente (ADA).