The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in several areas, including employment, transportation, public accommodations, communications and access to state and local government’ programs and services. As it relates to employment,
Title I of the ADA protects the rights of both employees and job seekers. The ADA also establishes requirements for telecommunications relay services.
Title IV, which is regulated by the Federal Communications Commission (FCC), also requires closed captioning of federally funded public service announcements. While the U.S. Department of Labor's (DOL) Office of Disability Employment Policy (ODEP) does not enforce the ADA, it does offer publications and other technical assistance on the basic requirements of the law, including covered employers’ obligation to provide reasonable accommodations to qualified job applicants and employees with disabilities. For a quick overview of the ADA read “The Americans with Disabilities Act: A Brief Overview.” In addition to the U.S. Department of Labor, several other federal agencies have a role in enforcing, or investigating claims involving, the ADA:
Two agencies within the U.S. Department of Labor enforce parts of the ADA. The Office of Federal Contract Compliance Programs (OFCCP) has coordinating authority under the employment-related provisions of the ADA. The Civil Rights Center (CRC) is responsible for enforcing Title II of the ADA as it applies to the labor- and workforce-related practices of state and local governments and other public entities. Visit the Laws & Regulations subtopic for specific information on these provisions. DOL Resources on the ADA
Other Resources on the ADA
What is the American with disabilities Act quizlet?The Americans with Disabilities Act of 1990. A federal civil rights law designed to prevent discrimination and enable individuals with disabilities to participate fully in all aspects of society.
Who is protected by the Americans with Disabilities Act quizlet?The ADA also protects individuals who have a record of a substantially limiting impairment, and people who are regarded as having a substantially limiting impairment. To be protected under ADA, an individual must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment.
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