The Americans with Disabilities Act and Your Business

Facilitating equality and fairness is everyone’s responsibility and it can take on many different forms. On top of religious and cultural diversity, it is important for us to recognize and accommodate those with physical and mental handicaps as well. Their limitations should not hold them back from living a fulfilling and productive life. This extends to social settings, public spaces, and also the workplace. Legislation governing these principles effects every American business. Learn more about the Americans with Disabilities Act and your business’ role in the matter.

About the Americans with Disabilities Act

The Americans with Disabilities Act (ADA) is a vital piece of civil rights and equality legislation. It went into law with the goal of preventing discrimination against Americans with disabilities. In fact, it is something of an extension of the Civil Rights Act of 1964 as it affords similar protections. The legislation was somewhat ahead of its time in that it recognized both physical and mental disabilities. For example, some of the conditions covered under the ADA include:

• Deafness and/or blindness

• Intellectual disabilities

• Physical impairments requiring the use of a wheelchair

• Cerebral palsy

• Epilepsy

• Depression/bipolar disorder

A wide range of conditions are covered by the Americans with Disabilities Act and your business is expected to provide adequate accommodations and considerations for people with them.

Understanding ADA Compliance

The ADA covers five different areas of discrimination that disabled people commonly experience. They are the “titles” of the ADA.

Title I relates to employment. Employers with 15 or more employees can not discriminate against qualified candidates based on any disability. They also can not ask questions about disability during the hiring process except under very stringent guidelines. For example, if the job is in construction and requires much physical strength and activity.

Title II concerns public entities and services. Disabled people must have access to the same programs and services as non-handicap people. This is most visible in the requirement for handicap accessible public transportation and buildings.

Title III is similar to Title II but concerns public accommodations. This means hotels, recreational areas, restaurants and stores, and general public places must be accessible for those with a disability. This relates to general wheelchair accessibility as well as refusal of service and allowance of service animals in otherwise barred locations.

Title IV concerns telecommunications as well as the creation of procedures and programs that allow for hearing and/or speech impaired persons to be able to use the national telephone services effectively. For example, through text and video services.

Title V covers “miscellaneous provisions” and essentially states that anyone exercising these rights has protection from retaliation for exercising such rights.

The Americans with Disabilities Act and Your Company

The biggest takeaway from legislation like the ADA is that it’s essential to ensure people with disabilities, who work for you or who are patrons of your business, are given the same opportunities and respect as those without. Of course, common courtesy goes a long way in ensuring your company can accommodate everyone. So make sure to stay up to date on the Americans with Disabilities Act and your company’s role with Training & eTracking Solutions online training catalog!