Certified Materials and Resource Professional Practice

The Americans with Disabilities Act (ADA) of 1990 primarily requires employers to offer reasonable accommodations for employees with disabilities, enabling them to perform their job duties effectively. This means that employers must make adjustments or modifications to a job or work environment that allow an individual with a disability the same opportunities as other employees. Reasonable accommodations could include changes to the work schedule, physical modifications to ensure accessibility, or the provision of specialized equipment.

The other choices do not align with the specific requirements of the ADA. While the act does address discrimination, it does not mandate the elimination of all forms of discrimination in a broad sense but rather focuses specifically on discrimination against individuals with disabilities in employment settings. Similarly, while health insurance is an essential consideration, the ADA does not specifically dictate that employers provide mandatory health insurance for disabled workers, nor does it require exclusive workspaces, which would not be practical or realistic in most workplace settings. Thus, the requirement to offer reasonable accommodations is a fundamental aspect of the ADA aimed at promoting inclusion and equal access in the workplace.