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 Qualified individuals with an impairment that substantially limits a major life activity or a record thereof may be entitled to requested reasonable accommodation absent undue hardship on the employer.
For more information, see  The ADA protects all applicants or employees, whether or not they are individuals with a disability, from retaliation for protected activity, interference with the exercise of rights under the ADA, disability-related inquiries and medical examinations that are not job-related and consistent with business necessity, and improper disclosure of confidential medical information.
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However, whether discrimination has actually occurred in a particular instance must be determined through an investigation of the facts alleged.
For example: Q: What are some examples of employment decisions that may violate the Americans with Disabilities Act and involve applicants or employees who experience domestic or dating violence, sexual assault or stalking?
The ADA prohibits different treatment or harassment at work based on an actual or perceived impairment, which could include impairments resulting from domestic or dating violence, sexual assault or stalking. For example: The ADA may require employers to provide reasonable accommodation requested for an actual disability or a "record of" a disability. An actual disability is a physical or mental impairment that substantially limits one or more major life activities (which include major bodily functions).