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Handicap discrimination can take many forms, such as not promoting handicap workers due to their disability or cutting their salary. Employers could hold responsibility for handicap discrimination, which might include not providing reasonable accommodations. Reasonable accommodation of handicap workers may range from time off for medical supplies to changing work hours or premises to accommodate their needs. Employers could deny accommodations to otherwise qualified handicap employees if they can prove it would cause an undue hardship. Workers with disabilities or handicaps should also be informed of the Family & Medical Leave Act's provisions. Employers are obliged by the FMLA to allow a worker to take leave for up to 12 weeks per 12-month period to treat a severe handicap. The employer must restore the worker in the same or essentially equivalent position after the FMLA leave. An employee is only eligible for FMLA leave if they have worked continuously for at least 12 months and worked at most 1,250 hours in the 12 months before the leave. Also, the company must have at least 50 employees within 75 miles (Massachusetts Commission Against Discrimination, 2021). Employers cannot make discriminatory hiring decisions based on handicaps. The Massachusetts Commission Against Discrimination's Guidelines on Handicap Discrimination state that "employment criteria must only be designed to measure those abilities needed for effective job performance." Nonetheless, it is not surprising that employers may need to request certain information during the hiring process for handicapped workers.
 
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