Title I protects which individuals from discrimination in employment?

Title I protects which individuals from discrimination in employment?

• A. All Individuals
• B. Individ uals with Undisclosed Disabilities
• C. Individuals with Disabilities
• D. Qualified Individuals

Answer: (D)

The main idea is that Title I protects people who have a disability and are able to perform the job’s essential functions, with or without reasonable accommodation. In practice, that means a person must be a “qualified” individual: they have a disability, and they can meet the job requirements, possibly with adjustments that the employer must provide unless doing so would cause undue hardship. Because the protection hinges on being able to do the job (with accommodations if needed), the focus isn’t on every person or on the mere existence of a disability. That’s why the best choice is qualified individuals. It captures both having a disability and being capable of performing the duties of the position with appropriate accommodations. Options that imply protection for all individuals or for disability status alone miss the essential requirement that the employee must be able to perform the job, with or without accommodations. Mentioning undisclosed disabilities isn’t the defining factor; the key is whether the person with a disability is qualified to do the job.

The main idea is that Title I protects people who have a disability and are able to perform the job’s essential functions, with or without reasonable accommodation. In practice, that means a person must be a “qualified” individual: they have a disability, and they can meet the job requirements, possibly with adjustments that the employer must provide unless doing so would cause undue hardship. Because the protection hinges on being able to do the job (with accommodations if needed), the focus isn’t on every person or on the mere existence of a disability.

That’s why the best choice is qualified individuals. It captures both having a disability and being capable of performing the duties of the position with appropriate accommodations. Options that imply protection for all individuals or for disability status alone miss the essential requirement that the employee must be able to perform the job, with or without accommodations. Mentioning undisclosed disabilities isn’t the defining factor; the key is whether the person with a disability is qualified to do the job.