▁considered ▁a ▁dis order ▁and ▁is ▁also ▁ex cluded ▁under ▁the ▁definition ▁of ▁" dis ability ". ▁ ▁Tit les ▁ ▁Title ▁I — emp loyment ▁See ▁also ▁US ▁labor ▁law ▁and ▁. ▁ ▁The ▁A DA ▁states ▁that ▁a ▁" cover ed ▁entity " ▁shall ▁not ▁disc rim inate ▁against ▁" a ▁qualified ▁individual ▁with ▁a ▁dis ability ". ▁This ▁applies ▁to ▁job ▁application ▁procedures , ▁h iring , ▁adv ancement ▁and ▁dis charge ▁of ▁employees , ▁job ▁training , ▁and ▁other ▁terms , ▁conditions , ▁and ▁privileges ▁of ▁employ ment . ▁" C over ed ▁entities " ▁include ▁employ ers ▁with ▁ 1 5 ▁or ▁more ▁employees , ▁as ▁well ▁as ▁employ ment ▁ag encies , ▁labor ▁organizations , ▁and ▁joint ▁labor - management ▁comm itte es . ▁There ▁are ▁strict ▁limitations ▁on ▁when ▁a ▁covered ▁entity ▁can ▁ask ▁job ▁applic ants ▁or ▁employees ▁dis ability - related ▁questions ▁or ▁require ▁them ▁to ▁under go ▁medical ▁exam ination , ▁and ▁all ▁medical ▁information ▁must ▁be ▁kept ▁confident ial . ▁ ▁Pro hib ited ▁disc rim ination ▁may ▁include , ▁among ▁other ▁things , ▁firing ▁or ▁ref using ▁to ▁h ire ▁someone ▁based ▁on ▁a ▁real ▁or ▁perce ived ▁dis ability , ▁seg reg ation , ▁and ▁har ass ment ▁based ▁on ▁a ▁dis ability . ▁Cover ed ▁entities ▁are ▁also ▁required ▁to ▁provide ▁reasonable ▁accommod ations ▁to ▁job ▁applic ants ▁and ▁employees ▁with ▁dis abilities . ▁A ▁reasonable ▁accommod ation ▁is ▁a ▁change ▁in ▁the ▁way ▁things ▁are ▁typically ▁done ▁that