Workers With Disabilities

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	Workers With Disabilities

This is the most trusted online resource for medical coding students and experienced professionals in the medical billing field! We provide free education and certification information, latest tips and articles, and let you explore school and job listings free.

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Because medical coding and billing is an occupation that does not require the heavy lifting and constant walking like many other health care occupations it can be the perfect job for a person that might otherwise not qualify for the rigorous demands of a job that involves direct patient care.

The ADA's Impact on Employment

The ADA prohibits discrimination against qualified persons with disabilities, whether disabilities are pre-existing, perceived or acquired during employment. These provisions apply to private employers, state and local governments, employment agencies, labor organizations, and joint labor-management committees.

General Provisions of the ADA

A health examination may be given after the job offer is made to a qualified applicant regardless of disability.

The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment, transportation, public accommodation and activities of state and local government.

Title I of the Act covers equal employment opportunity for individuals with disabilities.

Title II covers non-discrimination on the basis of disability in state and local government services and includes employment.

Title III covers access to places of public accommodation, including professional offices of health care providers.

People With Disabilities

Contrary to popular belief there IS plenty of room for people from ALL walks of life, even those with certain disabilities in the medical/health care field! A full discussion of many of the subjects that follow can be found in the Technical Assistance Manual published by the U.S. Equal Employment Opportunity Commission.

Find out why over 500,000+ practicing physicians and hospitals in the USA rely on medical coders and billers coast to coast for better patient care and efficient business management.

Learn how they manage both the practice and business aspects of the medical office and hospitals – accurately and reliably.

Medical Coding and Billing:

Medical Coding Certification

ADA MANDATES NON-DISCRIMINATION AND ACCESSIBILITY

The ADA requires non-discrimination in selection, testing and hiring of qualified applicants with disabilities and requires non-discrimination in promotion and benefits.

The ADA requires reasonable accommodation for employees with disabilities when such accommodations would not impose an "undue hardship." Reasonable accommodation is a concept already familiar to and widely used in today's workplace.

Employment Requirements

The ADA prohibits discrimination in employment against a qualified individual with a disability, and includes specific requirements related to the full range of hiring practices, reasonable accommodation, terms and conditions of employment, and other labor-management issues.

ADA states that no qualified individual with a disability shall, by reason of such disability, be excluded from participation in, be denied benefits of, or be subjected to discrimination by a department, agency, special purpose district, or other instrumentality of a state or a local government.

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Key Definitions

The term "disability" means: a physical or mental impairment that substantially limits one or more of the major life activities; for example, walking, seeing, speaking or hearing;

a record of such an impairment; for example, a person who has recovered from cancer;

being regarded as having such an impairment even when no impairment exists, or no substantial limitations result from the impairment, or the impairment is only substantially limiting because of the attitudes of others; for example, a person who has a facial burn scar.

The term "qualified individual with a disability" means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.

The term "reasonable accommodation" may include:

making existing facilities used by employees readily accessible to and usable by individuals with disabilities

job restructuring, part-time or modified work schedules

reassignment to a vacant position

acquisition or modification of equipment or devices

appropriate adjustment or modifications of health and/or job related examinations, training materials or policies

the provision of qualified readers or interpreters; other similar accommodations.

The term "undue hardship" means an action requiring significant difficulty or expense. Factors to be considered in determining whether an accommodation would cause an undue hardship include:

the nature and cost of the accommodation

the resources and size of the business as a whole and of the specific facility making the accommodation

the type of business operation, including the composition

functions and structure of the workforce

the impact that the accommodation would have on the specific facility making it and on the business as a whole.

In general, a larger employer will be expected to make accommodations requiring greater effort or expense than a smaller employer.

Read full details: ADA and the Health Professional