The ADA prohibits discrimination on the basis of disability in all aspects of employment. This includes job application procedures, recruitment, hiring, advertising, testing, medical examinations, compensation, training, performance evaluations, disciplinary actions, advancement, tenure, promotion, leave of absence, termination, layoff/recall, benefits, and other terms, conditions and privileges of employment. The ADA requires employers to respond to the individualized needs of persons with disabilities on a case-by-case basis, instead of acting upon generalizations made about the capabilities of a person with a disability. Unlawful employer conduct under the ADA includes the following:

1. limiting, segregating or classifying a job applicant or employee in a way that adversely affects the opportunities or status of the applicant or employee because of the individual's disability;
   
2. participating in a contractual or other arrangement or relationship that has the effect of subjecting a covered entity's qualified applicant or employee with a disability to prohibited discrimination;
   
3. utilizing standards, criteria or methods of administration that have the effect of
   discrimination on the basis of disability;
   
4. utilizing standards, criteria or methods of administration that perpetuate the discrimination of others who are subject to common administrative control;
   
5. excluding or denying equal jobs or equal benefits to a qualified individual because of a known disability of an individual with whom the qualified individual is known to have an association or relationship;
   
6. not making reasonable accommodations to the known physical or mental limitation of an otherwise qualified applicant or employee with a disability, unless the covered entity can demonstrate that the accommodation would impose an undue administrative or financial hardship;impose an undue administrative or financial hardship;