Put in your own words: The ADA covers people who have physical as well as mental disabilities in employment, public services, public accommodations, and telecommunications. A disability is defined as a physical or mental impairment that substantially limits one or more of the major life activities of an individual, or a record of such impairment, or being regarded as having such an impairment. Specifically, the ADA covers people who have conditions ranging from AIDS to cancer to intellectual disabilities but excludes certain antisocial conditions such as kleptomania, pedophilia, and active illegal drug addiction. Title I of the act prohibits employment discrimination and places the burden on an employer to prove that the requirements of a specific job could not be changed to accommodate a disabled applicant. Titles II and III of the act, in part, guarantee the disabled access to the workplace. Professional offices of health care providers are in the public sector and, as such, require an employer to make "reasonable modifications" for disabled people to gain access. Under the ADA, an employer has a duty to provide reasonable accommodation to the known mental or physical limitations of a qualified individual with a disability. The following case, Jones v. McDonough, was brought under The Rehabilitation Act, which provides the exclusive remedy for discrimination claims asserted by federal employees and mirrors the ADA's standard for determining disability. Case law interpret