ts protection extended to workers at organizations with as few as 15 employees (Perry 84). Ostensibly, the ADA prohibits employment discrimination against people who are otherwise qualified for a position, but who may have any one of a long list of mental or physical disabilities. In addition, the law prohibits discrimination against any condition which an employer perceives to be a disability.
To protect against possible problems with the ADA, human resource managers can create an employment environment with the ADA limitations in mind. Identifying the essential functions of each job within the organization is the first step because the ADA prohibits discrimination against those individuals who can perform these "essential" functions (Perry 86). In addition, the human resource manager must communicate to all employees who interview candidates that no questions can be asked which relate to disabilities that the interviewer perceives. This trainin
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