Listed below are some of the resources that an employer can use to track ways in which the Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 are interpreted and applied in employment settings.
Section 504 of the Rehabilitation Act of 1973 states:
No otherwise qualified person with a disability in the United States…shall, solely by reason of…disability, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance.
Section 255 of the Telecommunications Act of 1996 requires that telephone manufacturers and telecommunications service providers take steps to make their products accessible to people with disabilities. For further information about Section 255, visit the FCC's Telecommunications Act of 1996.
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 protect job applicants with disabilities from discrimination during the hiring process. The Acts also state that applicants with disabilities must be allowed reasonable accommodations so they can access application materials and participate in interviews and other hiring activities.
"At will" employment, also referred to as “employment at will” or "hired at will", is when the employer and the employee agree that either party can terminate the employment agreement without justification and often without advanced notice. "At will" positions typically offer the employee less job security than other types of positions. However, "at will" employees who have disabilities are afforded legal protections under the Americans with Disabilities Act (ADA), which prohibits employers from discriminating against employees with disabilities.
In 1990, President George Bush signed the Americans with Disabilities Act (ADA) into law.
There are exemptions to the copyright laws that allow for reproduction of purchased materials into alternate formats for use by people with print disabilities. Any material copied for this purpose must not be sold. It is important to make the material available only to the student requesting it and not freely available as on a web page.
The Americans with Disabilities Act (ADA) requires that you respond reasonably to disability-related requests. Although you should provide access to the content the patron requests (in this case Braille), it may be acceptable to provide the materials in a comparable format, such as in audiotaped or electronic formats. Discuss options with the patron.
The Americans with Disabilities Act (ADA) requires that public programs and services, including educational institutions and opportunities, be accessible to people with disabilities. For example, with captions, the content of a videotape shown in a course might be made accessible to a person who is deaf. If the product is not captioned, access to the content would need to be provided in another way, perhaps with a sign language interpreter.
Congress has responded to the need to increase access to products and services for people with disabilities by passing legislation in a range of areas, including education, employment, transportation, assistive technology, and electronic and information technology. Some pieces of legislation guarantee the civil rights of individuals with disabilities, others establish procurement requirements for specific agencies, and still others impose accessibility requirements on producers of products and providers of services. Some legislation is at the federal level, and some is at the state level.