An individual with a disability is a person who: Has a physical or mental impairment that substantially limits one or more major life activities; Has a record of such an impairment; or Is regarded as having such an impairment.

A qualified employee or applicant is an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the job in question.

If you are a job applicant and require a reasonable accommodation in participating in the job recruitment, application, interview, or testing, processes, contact Duane J. Jackson, Human Resources ADA Coordinator, (202) 879-2843 (voice), 711 (relay service) jacksdj [at] dcsc.gov (jacksdj[at]dcsc[dot]gov) (email).

If you are a current employee of or are hired by the DC Courts and require a reasonable accommodation to perform the essential functions of the job in question, you should consult with either your supervisor or Ron Scott, Attorney Advisor, (202) 879-1700 (voice), (202) 879-0105 (TTY), 711 (relay service), ADACoordinator [at] dcsc.gov (ADACoordinator[at]dcsc[dot]gov) (email).

The DC Courts have established grievance procedures that facilitate the resolution of complaints without resorting to federal complaint procedures. All employees and applicants have a right to pursue complaints of discrimination through the DC Courts' internal complaint procedure.

An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.

The Americans with Disabilities Act of 1990 (ADA) was enacted by the US Congress to ensure that all qualified individuals with disabilities enjoy the same opportunities that are available to persons without disabilities. The ADA gives civil rights protections to individuals with disabilities similar to the rights provided to individuals on the basis of race, color, sex, national origin, age, and religion. It guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications.

Under Title II, no qualified individual with a disability shall be unreasonably discriminated against, or excluded from participation in or benefits of the services, programs, or activities of state- and local- level government, including the judicial branch. Title III prohibits discrimination by public accommodations, including for example, hotels, restaurants, theaters, as well as services by doctors, lawyers, accountants, and other professionals. Title IV relates to telecommunications.

Reasonable accommodation may include, but is not limited to: • Making existing facilities used by employees readily accessible to and usable by persons with disabilities. • Job restructuring, modifying work schedules, reassignment to a vacant position; • Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.

Examples of physical disabilities include speech and hearing impairments, visual impairments, epilepsy, heart disease, HIV infection/AIDS, cancer, diabetes, and mobility impairments. Mental impairments include learning disabilities and psychological disorders.