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Yes, the ADA definition of disability includes mental, as well as physical, impairments.
For additional information, take a look at the following resources:
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They may be. While a current illegal user of drugs is not protected by the ADA if an employer acts on the basis of such use, a person who currently uses alcohol is not automatically denied protection. Alcohol use disorder is an impairment, and if it substantially limits a major life activity (e.g., learning, concentrating, interacting with others, caring for oneself) it will constitute a disability. A person with alcohol use disorder may be person with a disability and protected by the ADA if they are qualified to perform the essential functions of the job. An employer may be required to provide an accommodation to a person with alcohol use disorder (e.g. a flexible schedule to enable the employee to attend counseling appointments).
However, an employer can discipline, discharge or deny employment to a person with alcohol use disorder whose use of alcohol adversely affects job performance or conduct. An employer also may prohibit the use of alcohol in the workplace and can require that employees not be under the influence of alcohol.
For additional information, take a look at the following resource:
Fact Sheet: The ADA, Addiction and Recovery
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As amended in 1990, the Internal Revenue Code allows a deduction of up to $15,000 per year for expenses associated with the removal of qualified architectural and transportation barriers.
The 1990 amendment also permits eligible small businesses to receive a tax credit for certain costs of compliance with the ADA. An eligible small business is one whose gross receipts do not exceed $1,000,000 or whose workforce does not consist of more than 30 full-time workers. Qualifying businesses may claim a credit of up to 50 percent of eligible access expenditures that exceed $250 but do not exceed $10,250. Examples of eligible access expenditures include the necessary and reasonable costs of removing architectural, physical, communications, and transportation barriers; providing readers, interpreters, and other auxiliary aids; and acquiring or modifying equipment or devices.
For additional information, take a look at the following resources:
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No. Individuals who currently engage in the illegal use of drugs are specifically excluded from the definition of an individual with a disability protected by the ADA when the employer takes action on the basis of their illegal drug use.
For additional information, take a look at the following resource:
Fact Sheet: The ADA, Addiction and Recovery
FAQ: Is testing for the illegal use of drugs permissible under the ADA?
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I’ll give you the “lawyer answer” – it depends. All people who meet the ADA definition of disability are covered by the ADA in general, but they still may not have rights under particular sections of the ADA. For example, there is a section of the ADA that deals only with employment discrimination. If a person with a disability is not employed and is not seeking employment, then that person would not necessarily be covered by that part of the ADA, although the person would be covered by other parts of the ADA.
For additional information, take a look at the following resources:
FAQ: What does "regarded as" having a disability mean?
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No. The care or supervision of a service animal is solely the responsibility of the owner. You are not required to provide care or food or a special location for the animal.
For additional information, take a look at the following resources:
Fact Sheet: Service Animals
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