Under the Americans with Disabilities Act (ADA), what must employers provide to qualified individuals with disabilities?

Under the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations to qualified individuals with disabilities. This mandate is rooted in the law's objective to ensure that individuals with disabilities have equal employment opportunities. Reasonable accommodations can include modifications or adjustments to the job application process, the work environment, or the manner in which a job is performed.

Examples of reasonable accommodations may include providing modified work schedules, making facilities accessible, or providing assistive technology. The key component is that such accommodations enable individuals with disabilities to perform their job duties effectively and to compete fairly in the job market without compromising the integrity of the business.

The other options do not align with the requirements of the ADA. While specialized training programs could potentially be beneficial, they are not specifically mandated by the ADA. Similarly, while increased paid leave or higher salaries might be beneficial employment practices, they do not fall under the umbrella of reasonable accommodations required by the law. The focus of the ADA is specifically on ensuring that individuals with disabilities can participate fully in the workforce through necessary adjustments rather than changing the compensation structure or providing additional training not related to job performance.