ENJOY Good Day! Employment Basics This is your 30-Second Business Training: Employment Basics ENJOY Click here to begin 1

Consider this, from the book “Superfreakonomics” by Stephen D. Levitt & Stephen J. Dubner “…the Americans with Disabilities Act (ADA), was intended to safeguard disabled workers from discrimination. A noble intention, yes? Absolutely – but the data convincingly show that the net result has been fewer jobs for Americans with disabilities. Why? After the ADA became law, employers were so worried they wouldn’t be able to discipline or fire bad workers who had a disability that they avoided hiring such workers in the first place.”

Is it true that under the ADA you cannot discipline or fire an employee with a disability? NO, it is not true. Under the ADA I CAN discipline or fire an employee with a disability. YES, it is true. Under the ADA I CANNOT discipline or fire an employee with a disability.

WRONG!!! Please try again… One of the greatest civil rights leaders of all time and author of the Americans with Disabilities Act, the Honorable Tony Coelho, stated, "Give us the right to be fired!“ Please try again…

CORRECT! If an employee is having difficulty in fulfilling their job duties it may be due to the need for an accommodation. In this instance it is the employer’s obligation under the ADA to provide a “reasonable accommodation” if one is requested by the employee. This is, in many cases, a cost-effective way to keep a valued employee. However, employees with disabilities are like all other employees in that not all of them will prove to be effective in their position or within your organization. Check out more information about: “The Americans With Disabilities Act: Applying Performance And Conduct Standards To Employees With Disabilities”. This 30-Second Training has been developed using Federal funds from the Department of Labor, Employment and Training Administration under Contract No.: DOLJ131A22067. The contents of this publication do not necessarily reflect the views or policies of the Department of Labor, nor does mention of trade names, commercial products, or organizations