An employer may not discriminate against, harass, or retaliate against an individual based on a qualifying disability (a physical or mental impairment that substantially limits one or more major life activities, a record of such impairment, or the accurate or inaccurate perception that an individual has such an impairment) or relationship to or association with a person with a disability.  Discrimination occurs where an employer makes employment decisions based on assumptions or stereotypes about the abilities of individuals with a disability and includes but is not limited to unfavorable differential treatment with respect to hiring, assignments, training, promotions, compensation and benefits, and/or layoffs and firing.  Harassment includes but is not limited to physical or verbal harassment, ableism and/or disablism, remarks rooted in ableism and/or disablism, stereotyping, and general hostility directed at persons with a disability.  Qualifying individuals must be given an equal opportunity to benefit from the full-range of employment opportunities available to others.  An employer must engage in an interactive process and provide reasonable accommodation(s) for a disability to allow a qualified applicant to have equal opportunity in the application process and to allow a qualified employee to perform the essential functions of the job in question or participate in any other employment-related activity unless doing so would impose an undue hardship on business operations.  Federal law provides qualifying employees with up to twelve (12) weeks of unpaid and job-protected leave each year for specified individual and family medical reasons and requires employers to maintain group health benefits for employees during this time.  Employers may not retaliate against an applicant or employee who in good faith engages in protected activity around the exercise of these rights.