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The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.It is illegal to harass an applicant or employee because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment).A person can show that he or she has a disability in one of three ways: The law places strict limits on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.For example, an employer may not ask a job applicant to answer medical questions or take a medical exam before extending a job offer.The law also requires that employers keep all medical records and information confidential and in separate medical files.In addition to a variety of formal guidance documents, EEOC has developed a wide range of fact sheets, question & answer documents, and other publications to help employees and employers understand the complex issues surrounding disability discrimination.An employer does not have to provide the exact accommodation the employee or job applicant wants.

Census Bureau reports nearly 1 in 5 Americans live with an intellectual and/or physical disability.Not everyone with a medical condition is protected by the law.In order to be protected, a person must be qualified for the job and have a disability as defined by the law.Dentists will want to check for signs of dental problems more frequently when patients don’t have the ability to brush and floss on their own.Dental patients who suffer from a stroke, Multiple Sclerosis, Alzheimer's disease, autism, Down Syndrome, genetic disorders, paralysis and even arthritis can need a little extra dental care to ensure they can maintain optimal dental health.

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