Maryland Jury Instruction - 1.5.1 Americans With Disabilities Act 42 USC Sect. 12101 - 12117 Disparate Treatment Claim
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FAQ
To establish a prima facie case of disability discrimination against an employer under the ADA requires an employee to show four elements: the employer is subject to the ADA; the employee is disabled as defined by the ADA, has a record of impairment, or is perceived to be so by the employer; the employee is able to ...
To prove disparate treatment, the employee (plaintiff) must first present a ?prima facie? case, meaning that he must present evidence that discrimination has occurred. This evidence can be either direct evidence or indirect (circumstantial) evidence.
Since 1996, the Ninth Circuit has recognized disparate impact claims in title II of the ADA cases. In 2001, the Supreme Court in Alexander v. Sandoval, here, held that no private right of action exists to enforce the disparate impact discrimination regulations promulgated under title VI of the Civil Rights Act of 1964.
Example of disparate treatment: providing higher pay to men than women for performing the same job (intentional discrimination)
The ADA also prohibits disparate treatment in the form of ?limiting, segregating, or classifying a job applicant or employee in a way that adversely affects the opportunities or status of such applicant or employee because of [his or her] disability.? 42 U.S.C.