Disabilities (ADA): District of Columbia
Federal law and guidance on this subject should be reviewed together with this section.
Authors: William F. Allen and Michelle Barrett Falconer, Littler
- In addition to the federal equal opportunity laws, District of Columbia employers must comply with municipal law, including the District of Columbia Human Rights Act (DCHRA). See Disability Discrimination in District of Columbia.
- The DCHRA specifically prohibits an employer from failing or refusing to hire or terminating any individual or otherwise discriminating against any individual with respect to the individual's compensation, terms, conditions or privileges of employment because of the individual's disability or genetic information. See The District of Columbia Human Rights Act.
- The District of Columbia's Office of Human Rights has expressly adopted the federal regulations on disability discrimination, except as otherwise provided by its own regulations. See What Is a Disability?.
- The District of Columbia's law contains a specific prohibition against requesting or requiring any genetic test of, or administering a genetic test to, any individual as a condition of employment or application for employment, or seeking to obtain, obtaining, or using genetic information of an employee or applicant for employment. See Genetic Testing.
- Employers must provide reasonable accommodations to employees affected by pregnancy, childbirth, a related medical condition or breastfeeding. See Pregnancy-Related Accommodations.
- The District of Columbia permits the use of medical marijuana by registered patients with a qualifying medical condition. See Medical Marijuana Law.