Handicaps

Disability is the consequence of an impairment that may be physical, cognitive, mental, sensory, emotional, developmental, or some combination of these. A disability may be present from birth, or occur during a person's lifetime.

Intellectual disability (ID), once called mental retardation, is characterized by below-average intelligence or mental ability and a lack of skills necessary for day-to-day living. People with intellectual disabilities can and do learn new skills, but they learn them more slowly. There are varying degrees of intellectual disability, from mild to profound.

What is intellectual disability?

Someone with intellectual disability has limitations in two areas. These areas are:

• Intellectual functioning. Also known as IQ, this refers to a person’s ability to learn, reason, make decisions, and solve problems.
• Adaptive behaviors. These are skills necessary for day-to-day life, such as being able to communicate effectively, interact with others, and take care of oneself.

IQ (intelligence quotient) is measured by an IQ test. The average IQ is 100. A person is considered intellectually disabled if he or she has an IQ of less than 70 to 75.

The law prohibits employers from firing, refusing to hire or 

rehire, or otherwise discriminating, against a “qualified” person 

with a disability on the basis of disability. To be “qualified”, a 

person must be able to perform the essential functions of the 

job, either with or without a reasonable accommodation. 

Examples of work-place reasonable accommodations that 

may be appropriate include: a flexible work schedule, 

providing a reader, providing ergonomic or technological 

equipment, or transfer to an office in an accessible location. 

Employers are not required to provide an accommodation that 

would eliminate an essential function of an employee’s job or 

would pose an “undue hardship” for the employer. An 

accommodation is provided at the employer’s expense, unless 

the employer can demonstrate that it would pose an undue 

financial hardship. The law applies to employers with 15 or 

more employees. 

Section 501 of the Federal Rehabilitation Act governs direct-employment by the federal government. This section of the law prohibits discrimination and requires adoption of affirmative action plans for hiring, placement, and advancement of individuals with disabilities within federal agencies and the U.S. Postal Service.

Section 503 of the Federal Rehabilitation Act prohibits 

discrimination based on disability and requires affirmative 

action in hiring persons with disabilities when the employer 

has a contract or subcontract with the federal government in 

excess of $10,000.