Knowing your legal rights is always the best way to overcome any problems that you might have in your work place. When it comes to people with autism, or those who are diagnosed with some type of autism specter, it is essential to know legal employment rights that will help them overcome any potential problems in job search or work place. This article is here to help you understand the employment rights for people with autism, that will help people with disabilities battle any form of discrimination in employment process, job application process or work place in general. Your legal rights in the workplace if you have autism are guaranteed to you with the following laws in USA.
Americans With Disabilities Act
The act of 1990 which clearly prohibits discrimination based on disability is the Americans with Disabilities Act. This act defines disability as “a physical or mental impairment that substantially limits a major life activity”.
It also clearly states that employers who have 15 or more employees should provide a reasonable accommodation for those with disabilities. Further, “a reasonable accommodation” is defined as any adjustment or change to a job or work environment that permits the applicant to participate in the process of job application, or perform the functions of the job, or enjoy the benefits and privileges of employment equal to those employees that are not disabled.
Rehabilitation Act of 1973 (PL 93-112)
The Act which prohibits discrimination on the basis of disability in programs conducted by federal agencies, in programs receiving federal financial assistance in federal employment and in the employment practices of federal contractors, is called The Rehabilitation Act and it is an act of Congress which was signed into law by President Richard M. Nixon, way back in 1973. The section 504 clearly states that people with disabilities are guaranteed their civil rights and protections, as well as provided opportunities in education and employment. This act of 1973 was also amended in 1978, 1986 and 1998 to provide even more equal opportunities for people with disabilities.
Under Section 503 of the Rehabilitation Act of 1973 discrimination is prohibited against people with disabilities, and moreover employers and contractors with federal contracts or subcontracts, that exceed $10,000 are required to take action in hiring and promoting qualified individuals with disabilities.
Under Section 504 of the Rehabilitation Act of 1973, it is clearly stated that “no qualified individual with a disability in the United States shall be excluded from, denied the benefits of, or be subjected to discrimination under” any program or activity that received federal financial assistance or is conducted by any executive agency or the United States Postal Service.
This in other words means that all government-funded programs and entities must respect and adhere to this law, with no possibilities of discriminating against an employee with a disability or a potential employee with a disability.
In order to make sure all these laws are adhered to, there is also the Equal Employment Opportunity Commission or EEOC that enforces these laws.