Americans With Disabilities Act Amendments Act


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Sec 12203 Prohibition Against Retaliation And Coercion

Americans with Disabilities Act turns 30 years old


No person shall discriminate against any individual because such individual has opposed any act or practice made unlawful by this chapter or because such individual made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this chapter.

Interference, coercion, or intimidation

It shall be unlawful to coerce, intimidate, threaten, or interfere with any individual in the exercise or enjoyment of, or on account of his or her having exercised or enjoyed, or on account of his or her having aided or encouraged any other individual in the exercise or enjoyment of, any right granted or protected by this chapter.

Remedies and procedures

The remedies and procedures available under sections 12117, 12133, and 12188 of this title shall be available to aggrieved persons for violations of subsections and , with respect to subchapter I, subchapter II and subchapter III of this chapter, respectively.

Justice Department Revises Regulations To Implement Requirements Of Ada Amendments Act Of 2008

A final rule revising the Justice Departments Americans with Disabilities Act Title II and Title III regulations to implement the requirements of the ADA Amendments Act of 2008 was made available for public inspection by the Federal Register today. The final rule will be published in the Federal Register tomorrow and will take effect 60 days after publication, which will be Oct. 11, 2016.

Congress passed the ADAAA in response to several Supreme Court decisions that narrowly interpreted the ADAs definition of disability, leading ultimately to the exclusion from coverage of individuals with cancer, diabetes, epilepsy, attention deficit hyperactivity disorder, learning disabilities and other disabilities. The ADAAA made a number of significant changes to the meaning and interpretation of the ADA definition of disability to ensure that the term would be broadly construed and applied without extensive analysis so that all individuals with disabilities could receive the laws protections.

Although the ADAAA is already in effect and applies to entities covered under Title II and III of the ADA, the departments changes to its Title II and III regulations will help clarify the interpretation and application of the ADAAA. These changes also satisfy the Attorney Generals responsibility to publish regulations that are consistent with any congressional changes to the ADA.

What Is The List Of Disabilities Covered Under Ada

The list of disabilities covered under American with Disabilities Act refers to all the disabilities for which an employee is protected from discrimination by employers. The Americans with Disabilities Act of 1990, a civil rights law, prohibits employers from discriminating against employees with disabilities.

The American with Disabilities Act helps with employers or other people with disabilities from their job functions. In employment, state and local government, public accommodations, commercial facilities, transportation, and telecommunications, the ADA outlaws discrimination on the basis of disability.

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Sec 12210 Illegal Use Of Drugs

In general

For purposes of this chapter, the term individual with a disability does not include an individual who is currently engaging in the illegal use of drugs, when the covered entity acts on the basis of such use.

Rules of construction

Nothing in subsection of this section shall be construed to exclude as an individual with a disability an individual who

has successfully completed a supervised drug rehabilitation program and is no longer engaging in the illegal use of drugs, or has otherwise been rehabilitated successfully and is no longer engaging in such use

is participating in a supervised rehabilitation program and is no longer engaging in such use or

is erroneously regarded as engaging in such use, but is not engaging in such use

except that it shall not be a violation of this chapter for a covered entity to adopt or administer reasonable policies or procedures, including but not limited to drug testing, designed to ensure that an individual described in paragraph or is no longer engaging in the illegal use of drugs however, nothing in this section shall be construed to encourage, prohibit, restrict, or authorize the conducting of testing for the illegal use of drugs.

Health and other services

Illegal use of drugs defined

In general


The term drug means a controlled substance, as defined in schedules I through V of section 202 of the Controlled Substances Act .

Regulations By The Architectural And Transportation Barriers Compliance Board

Americans with Disabilities Act Amendments Act of 2008 (ADA AA ...

SEC. 12204.

Issuance of guidelines. – Not later than 9 months after July 26, 1990 , the Architectural and Transportation Barriers Compliance Board shall issue minimum guidelines that shall supplement the existing Minimum Guidelines and Requirements for Accessible Design for purposes of subchapters II and III of this chapter . Contents of guidelines. – The supplemental guidelines issued under subsection of this section shall establish additional requirements, consistent with this chapter, to ensure that buildings, facilities, rail passenger cars, and vehicles are accessible, in terms of architecture and design, transportation, and communication, to individuals with disabilities.

Qualified historic properties. –

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What Are The Major Changes Made By The Adaaa

The ADAAA retains the basic definition of “disability” as an impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. However, the ADAAA:

  • Broadens the definition of “disability” by modifying key terms of that definition by:
  • Expanding the definition of “major life activities”
  • Redefining who is “regarded as” having a disability
  • Modifying the regulatory definition of “substantially limits”
  • Specifying that “disability” includes any impairment that is episodic or in remission if it would substantially limit a major life activity when active and
  • Prohibiting consideration of the ameliorative effects of “mitigating measures” when assessing whether an impairment substantially limits a persons major life activities, with one exception.

The ADAAA also:

  • Adds a new provision restricting employers use of qualification standards, tests, or other selection criteria that are based on uncorrected vision standards
  • Clarifies that an individual who satisfies only the “regarded as” prong of the definition of disability is not entitled to “reasonable accommodation” and
  • Modifies the language of the ADAs “General Rule” that prohibited discrimination against “a qualified individual with a disability because of the disability of such individual” to say that discrimination is prohibited against “a qualified individual on the basis of disability.”

Ada Amendments Act 2008

The ADA defines a covered disability as a physical or mental impairment that substantially limits one or more major life activities, a history of having such an impairment, or being regarded as having such an impairment. The was charged with interpreting the 1990 law with regard to discrimination in employment. The EEOC developed regulations limiting an individual’s impairment to one that “severely or significantly restricts” a major life activity. The ADAAA directed the EEOC to amend its regulations and replace “severely or significantly” with “substantially limits”, a more lenient standard.

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Equal Employment Opportunity For Individuals With Disabilities

This title is designed to help people with disabilities access the same employment opportunities and benefits available to people without disabilities. Employers must provide reasonable accommodations to qualified applicants or employees. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.

This portion of the law is regulated and enforced by the U.S. Equal Employment Opportunity Commission. Employers with 15 or more employees must comply with this law. The regulations for Title I define disability, establish guidelines for the reasonable accommodation process, address medical examinations and inquiries, and define direct threat when there is significant risk of substantial harm to the health or safety of the individual employee with a disability or others.

May The Ameliorative Effects Of Mitigating Measures Be Taken Into Account When Determining Whether An Impairment Is Substantially Limiting

30 years after ADA’s passage, what it means to these Americans with disabilities

No. With one exception, the ADAAA specifically prohibits consideration of the ameliorative effects of mitigating measures when assessing whether an impairment substantially limits a major life activity. This means, for example, that the ameliorative effects of the insulin a person uses must NOT be considered when determining whether that persons diabetes is a disability.

The one exception to this rule is the use of “ordinary eyeglasses or contact lenses.” The ADAAA expressly requires consideration of the ameliorative effects of “ordinary eyeglasses or contact lenses” when assessing whether impairment substantially limits a major life activity. This means that when determining whether a person is substantially limited in the major life activity of seeing, the persons vision should be assessed in its corrected state when using such eyeglasses or contact lenses.

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A Brief History Of Civil Rights In The United States: Ada Amendments Act Of 2008

  • The Self-Determination Era
  • ADA Amendments Act of 2008

    The ADA Amendments Act of 2008 amended the Americans with Disabilities Act of 1990 and other disability discrimination laws at the federal level.

    The ADAAA was passed in September of 2008 in response to a number of decisions by the Supreme Court that had interpreted the original text of the ADA. Congress stated in its introduction to the ADAAA that those decisions limited the rights of persons with disabilities so the ADAAA reversed those decisions by broadening the law. Specifically, the ADAAA changed the definition of the term “disability” by clarifying and broadening it – which, in turn, increased the number and types of persons protected under the ADA and other federal nondiscrimination laws. The ADAAA was designed to strike a balance between employer and employee interests, as it was felt that employer interests had been favored too much previous to the amendments.

    Notable Supreme Court Cases:

    Selected Library Resources:

    • Marcela Rhoads, The ADA Companion Guide: Understanding the Americans With Disabilities Act Accessibility Guidelines and the Architectural Barriers Act , KF5709.3.H35 R48 2010
    • National Association of the Deaf, Legal Rights: The Guide for Deaf and Hard of Hearing People, KF480.5.D4 L43 2015
    • Peter D. Blank, eQuality: The Struggle for Web Accessibility by Persons with Cognitive Disabilities,KF480 .B566 2014

    Americans With Disabilities Act

    The Americans with Disabilities Act Amendments Act is federal civil rights law that was originally passed by Congress in 1990 and protects individuals with disabilities from discrimination in the workplace, as well as school and other settings. The ADA was amended in 2008 and became effective January 1, 2009.

    A person as disabled if he or she:

    • has a physical or mental impairment which substantially limits one or more activities
    • has a record of such and impairment
    • is regarded as having such an impairment.

    The ADAAA requires that employers provide reasonable accommodation to otherwise qualified disabled workers, so that they are able to perform the essential functions of their jobs.

    If you would like to request an ADAAA Accommodation, please complete the ADA Physician Certification form.

    For further information, the policy and guidelines are located at the following links.

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    The Original Ada And How The Adaaa Changes The Law

    First and foremost, as mentioned previously, for one to be covered under the ADA they must have a disability as that term is defined under the ADA. If one is not disabled under the ADA they can legally be discriminated against as a result of their physical or mental ailment whether that discrimination is in employment, their physical surroundings, or treatment by the government. Under the ADA disabled is defined as a physical or mental impairment that substantially limits a major life activity. While major life activities are ultimately defined by the Courts, the Equal Employment Opportunity Commission , the agency charged by Congress to issue regulations with regard to the ADA, has included certain activities, such as hearing, seeing, walking, etc. as major life activities. While the EEOC list is non-exclusive Courts have regularly looked to it in defining the term major life activity

    There are four significant areas where Courts have interpreted the terms disability and major life activity, which negatively affected many individuals who suffer from a mental illness, and in specific, those who suffer from anxiety disorders. These rulings worked to limit, if not outright prevent, those suffering from anxiety disorders from seeking protection under the ADA in Court.

    Sec 12101 Findings And Purpose

    History of Special Education timeline


    The Congress finds that

    physical or mental disabilities in no way diminish a persons right to fully participate in all aspects of society, yet many people with physical or mental disabilities have been precluded from doing so because of discrimination others who have a record of a disability or are regarded as having a disability also have been subjected to discrimination

    historically, society has tended to isolate and segregate individuals with disabilities, and, despite some improvements, such forms of discrimination against individuals with disabilities continue to be a serious and pervasive social problem

    discrimination against individuals with disabilities persists in such critical areas as employment, housing, public accommodations, education, transportation, communication, recreation, institutionalization, health services, voting, and access to public services

    unlike individuals who have experienced discrimination on the basis of race, color, sex, national origin, religion, or age, individuals who have experienced discrimination on the basis of disability have often had no legal recourse to redress such discrimination

    census data, national polls, and other studies have documented that people with disabilities, as a group, occupy an inferior status in our society, and are severely disadvantaged socially, vocationally, economically, and educationally


    It is the purpose of this chapter


    Congress finds that


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    Sec 12207 Federal Wilderness Areas


    The National Council on Disability shall conduct a study and report on the effect that wilderness designations and wilderness land management practices have on the ability of individuals with disabilities to use and enjoy the National Wilderness Preservation System as established under the Wilderness Act .

    Submission of report

    Not later than 1 year after July 26, 1990, the National Council on Disability shall submit the report required under subsection of this section to Congress.

    Specific wilderness access

    In general

    Congress reaffirms that nothing in the Wilderness Act is to be construed as prohibiting the use of a wheelchair in a wilderness area by an individual whose disability requires use of a wheelchair, and consistent with the Wilderness Act no agency is required to provide any form of special treatment or accommodation, or to construct any facilities or modify any conditions of lands within a wilderness area in order to facilitate such use.

    Wheelchair defined

    For purposes of paragraph , the term wheelchair means a device designed solely for use by a mobility-impaired person for locomotion, that is suitable for use in an indoor pedestrian area.

    Introduction To The Americans With Disabilities Act

    The Americans with Disabilities Act is a federal civil rights law that prohibits discrimination against people with disabilities in everyday activities. The ADA prohibits discrimination on the basis of disability just as other civil rights laws prohibit discrimination on the basis of race, color, sex, national origin, age, and religion. The ADA guarantees that people with disabilities have the same opportunities as everyone else to enjoy employment opportunities, purchase goods and services, and participate in state and local government programs.

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    Will Ofccp Change Its Regulations To Conform To The Adaaa Standards

    Yes. Conforming amendments will be made to OFCCPs Section 503 regulations at 41 CFR 60741 after the EEOC issues final ADAAA regulations. However, the ADAAA standards apply to employment actions that take place on or after January 1, 2009, even though the regulations have not yet been changed.

    Americans With Disabilities Act Of 1990

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    Parts of this article need to be . Please help update this article to reflect recent events or newly available information.
    Americans with Disabilities Act of 1990

    Long title
    Americans with Disabilities Act of 1990
    Enacted by
    • Passed the Senate on September 7, 1989
    • Passed the House on May 22, 1990
    • Reported by the joint conference committee on July 12, 1990 agreed to by the House on July 12, 1990 and by the Senate on July 13, 1990
    • Signed into law by President on July 26, 1990
    Major amendments

    The Americans with Disabilities Act of 1990 or ADA is a law that prohibits based on . It affords similar protections against discrimination to as the , which made discrimination based on , , , national origin, and other characteristics illegal, and later and . In addition, unlike the Civil Rights Act, the ADA also requires covered employers to provide to employees with disabilities, and imposes requirements on public accommodations.

    In 1986, the had recommended the enactment of an Americans with Disabilities Act and drafted the first version of the bill which was introduced in the House and Senate in 1988. A broad bipartisan coalition of legislators supported the ADA, while the bill was opposed by business interests and conservative evangelicals . The final version of the bill was on July 26, 1990, by President . It was later and signed by President with changes effective as of January 1, 2009.

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    Sec 12115 Posting Notices

    Every employer, employment agency, labor organization, or joint labor-management committee covered under this subchapter shall post notices in an accessible format to applicants, employees, and members describing the applicable provisions of this chapter, in the manner prescribed by section 2000e-10 of this title.

    Americans With Disabilities Act Of 1990 As Amended

    Editors Note:

    Here is the text of the Americans with Disabilities Act of 1990 , including changes made by the ADA Amendments Act of 2008. Congress passed the ADA as a Public Law, and it originally was in a different format than presented here. To make the law more widely available, the ADA was later reformatted and published in volume 42 of the United States Code. One small part of the ADA is found in title 47 of the United States Code. The text below mirrors the law as it is found in the U.S. Code. Because the numbering system is different in the U.S. Code, the headings provide in brackets the title numbers of the ADA as originally enacted.

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