Essay on The Americans with Disabilities Act (ADA)

The Americans with Disabilities Act provides civil rights to those who are disabled. The ADA guarantees equal opportunity to those individuals who are disabled in the work force and with the state and local government. The ADA will ensure that people with disabilities are not discriminated against when it comes to hiring, firing and advancements. The employer must provide certain accommodations for those with disabilities, but only if it does not cause them undue hardship.

The Americans With Disabilities Act (ADA) protects individuals with disabilities from discrimination based upon their disability (Bennett-Alexander, 2001). The protection extends to discrimination in a broad range of activities, including public services, public accommodations and employment. The ADA's ban against disability discrimination applies to both private and public employers in the United States.

Section 504 and the ADA use three descriptions to define who is covered under the legislation. Type one is a person that has a physical or mental impairment that limits them through at least one essential life activity. Type two is a person that has a history of mental or physical issues. Type three is covered as a person that is seems to have a mental or physical impairment. A physical impairment is defined as a physiological condition, cosmetic deformity, or an anatomical loss affecting one or more body systems. Epilepsy, cerebral palsy, cancer, and hemophilia are all examples of physical impairments. A mental impairment is defined as anything that is psychological such as a specific learning disability or mental retardation like ADD or drug or alcohol addictions. Therefore, any person that is listed under any of the above-mentioned classifications or their relative classifications should be eligible for ADA and Section 504 coverage.

The Americans with Incapacities Act (ADA) got to be law in 1990. The ADA is a social equality law that forbids oppression people with handicaps in every aspect of open life, including employments, schools, transportation, and all open and private places that are interested in the overall population. The motivation behind the law is to ensure that individuals with handicaps have the same rights and open doors as other people. The ADA is separated into five titles (or segments) that identify with distinctive ranges of open life.(Eeoc.gov, 2015)

Individuals with disabilities continually encounter various forms of discrimination, including intentional exclusion from certain work areas, that denies them the opportunity to compete on an equal basis and to pursue those opportunities that guarantees success in the society. To guarantee success there is expectation regarding the relationship between the employer and employee, giving close attention to the various factors that should be considered to make the person with disability successful. This paper outlines the Americans with Disabilities Act (ADA) and the terms and conditions covering employees and employers as stated in Title 1. Title 1, as amended by the ADA amendment 2008, states that no covered entity will discriminate against a qualified individual based on disability (EEOC, 2015).

Although the ADA does not specifically list any disabilities, the Equal Employment Opportunity Commission’s (EEOC) guidelines state that when an individual has a physical or mental impairment that substantially limits one or more major life activity then the individual is in fact disabled. It goes on to state that impairments can include any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of several body systems, or any mental or psychological disorder (Dessler). Among the protected classes are persons with AIDS and substance abusers who are in treatment. Some 50 million current or potential workers are estimated to be covered by the law's provisions (Columbia Encyclopedia). However, the act does list some

The Americans with Disabilities Act, also known as Public Law 101-336, is a civil rights law. It makes it illegal to discriminate based on disability in several different areas of life. It prohibits discrimination on the basis of disability in: employment, services rendered by state and local governments, places of public accommodation, transportation, telecommunications services. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. http://www.eeoc.gov/facts/fs-ada.html

The American Disabilities Act is a federal civil rights law for people with disabilities, comparable to civil rights law passed in the 1960’s for other minorities, not just veterans. It covers employment, state, and local government services, public accommodations, and telecommunications for the deaf. Although an employer can still hire the most qualified person for the job as long as the disability is not used to disqualify a person, the ADA is still needed to protect and lessen confusion for the disabled and normal people. An employer is not required to provide the most expensive accommodation or the accommodation that the employee prefers, but it must allow the employee

The ADA was approved by the United States Congress in 1990 and is an extension of The Civil Rights Act of 1964. This law protects individuals from employment discrimination based on disability. “The purpose of this section is to ensure that people with disabilities are not excluded from job opportunities or adversely affected in any other aspect of employment unless they are not qualified or otherwise unable to perform the job” (Guido, 2014, p.277). Not only the disability can be physical such as a person in a wheelchair, people that might have visible symptoms as fatigue, kidney or heart diseases that limit a person's attitude. In this case the employer must evaluate to offer a reasonable accommodation in the preparation for the employee

“The Americans with Disability Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities and ADA covers employment by private employers with 15 or more employees as well as state and local government employers of the same size. Section 501 of the Rehabilitation Act provides the same protections for federal employees and applicants for federal employment” (EEOC, 2011, para. 1).

People with disabilities have become an integral part of the workforce. The ADA forbids discrimination against people with disabilities when recruiting, hiring, training, and compensating employees (Sotoa & Kleiner, 2013). The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental and establishes requirements for telecommunications relay services (activities (Stryker, R. (2013). Employers are not allowed to ask employees if they have a disability. The employers are not allowed to ask employees with disabilities to undergo a medical exam before an offer of employment unless all applicants are required to take the same exam (Kaye, Jans, & Jones,

The American with Disabilities Act (ADA) was signed into law in 1990. It forbids employment discrimination against people with disabilities who are able to perform the essential functions of the job with or without reasonable accommodation. Under ADA, individuals who are defined as disabled are people who have a physical or mental impairment that substantially affects one or more major life activities. Some examples would include impairment in walking, performing manual tasks, speaking, hearing, and learning. The ADA requires that employers only make decisions about applicants with disabilities only on their ability to perform essential job functions.

The ADA (Americans with Disabilities Act of 1990) was designed to address the discriminations that occur against individuals with disabilities and ensures equal opportunities for individuals for employment in state and local government services, public accommodations, commercial facilities, and transportation (Ada.gov., 2011). The purpose of this act was to ensure that individual’s that have physical, mental disabilities or both are not discriminated against in terms of gaining employment or assistance (Ada.gov., 2011). This act is an important ruling when it involves positions such as police officers to ensure that the candidates are physically and mentally able to perform all aspects of this position.

The American with Disabilities Act was passed in 1990 for the purpose of preventing discrimination against people with disabilities in the workforce and in businesses and other places that are open to the public. The ADA states that "reasonable accommodations" must be made for many types of disability. (1990 ) The only way that an employer can refuse to accommodate employees with disabilities in the workplace is if the accommodation that would enable the disabled person to perform their job is not reasonable. The ADA Title 1, Section 101(1) defines undue hardship to mean "an action requiring significant difficulty or expense when considered in light of the factors set forth in subparagraph. Factors to be considered

“For purposes of nondiscrimination laws (e.g. the Americans with Disabilities Act, Section 503 of the Rehabilitation Act of 1973 and Section 188 of the Workforce Investment Act), a person with a disability is generally defined as someone who (1) has a physical or mental impairment that substantially limits one or more "major life activities," (2) has a record of such an impairment, or (3) is regarded as having such an