Article Abstract:
The Americans with Disabilities Act of 1990 (ADA), which was signed into law July 26, 1990, prohibits discrimination against the handicapped in private employment, public accommodations, telecommunications, and public transportation and services. The ADA requires employers to make reasonable accommodations for qualified handicapped people unless doing so would cause the employer undue hardship. Undue hardship includes action requiring significant difficulty or expense. Homosexuality and bisexuality are listed in the ADA specifically as not being impairments, and therefore are not covered by the Act. To ensure they are in compliance with the ADA employers should assess on a case-by-case basis the affect of the individual's impairment on job performance, the nature and extent of the necessary accommodation, and the extent of the undue hardship.
User Contributions:
Comment about this article or add new information about this topic:
Article Abstract:
The Americans with Disabilities Act (ADA) of 1990 ensures that disabled individuals are not deprived of their rights to employment, transportation, public accomodations, public services, telecommunications and other vital services. The ADA mandates that employers identify the vital requirements of all jobs and provide reasonable accomodation to qualified individuals with disabilities. This new legislation, which will take effect in Jul 26, 1992, covers a wide range of employment practices, terms, conditions and priveleges, including hiring, training, benefits, disciplinary actions, promotion, compensation, benefits and termination. Several important points that employers must address in complying with the legal requirements of the ADA are discussed.
User Contributions:
Comment about this article or add new information about this topic:
Article Abstract:
The final regulations for company compliance with the Americans with Disabilities Act of 1990 (ADA) have been issued by the Equal Employment Opportunity Commission (EEOC) and the Department of Justice. The EEOC's regulations are intended to guide employers in fulfilling company provisions of the ADA. Regulations issued by the Department of Justice explain obligations under Title III of the ADA.
User Contributions:
Comment about this article or add new information about this topic: