Framework Of The Americans With Disabilities Act
At the outset of the ADA, the United States Congress made specific findings that laid out the history of discrimination against people with disabilities and the need for the new law. It then stated the purpose of the Americans with Disabilities Act. Next, Congress defined the term qualified person with a disability in order to explain who is protected by the law. Finally, Congress divided the ADA into five titles to differentiate the areas of American life covered by the law.
Michigan Paralyzed Veterans Of America V The University Of Michigan
This was a case filed before The United States District Court for the Eastern District of Michigan Southern Division on behalf of the Michigan Paralyzed Veterans of America against University of Michigan Michigan Stadium claiming that Michigan Stadium violated the Americans with Disabilities Act in its $226-million renovation by failing to add enough seats for disabled fans or accommodate the needs for disabled restrooms, concessions and parking. Additionally, the distribution of the accessible seating was at issue, with nearly all the seats being provided in the end-zone areas. The U.S. Department of Justice assisted in the suit filed by attorney Richard Bernstein of The Law Offices of Sam Bernstein in Farmington Hills, Michigan, which was settled in March 2008. The settlement required the stadium to add 329 wheelchair seats throughout the stadium by 2010, and an additional 135 accessible seats in clubhouses to go along with the existing 88 wheelchair seats. This case was significant because it set a precedent for the uniform distribution of accessible seating and gave the DOJ the opportunity to clarify previously unclear rules. The agreement now is a blueprint for all stadiums and other public facilities regarding accessibility.
Q What Is Discrimination Based On Relationship Or Association Under The Ada
A. The ADA prohibits discrimination based on relationship or association in order to protect individuals from actions based on unfounded assumptions that their relationship to a person with a disability would affect their job performance, and from actions caused by bias or misinformation concerning certain disabilities. For example, this provision would protect a person whose spouse has a disability from being denied employment because of an employer’s unfounded assumption that the applicant would use excessive leave to care for the spouse. It also would protect an individual who does volunteer work for people with AIDS from a discriminatory employment action motivated by that relationship or association.
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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 Equal Employment Opportunity Commission 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.
Information From The Department Of Justice
To find cases and matters sorted by type of document and listed in reverse chronology , go to Enforcement Activities.
If you believe that you or someone else was discriminated against based on a disability, you can file an Americans with Disabilities Act complaint against a state government or local government, such as a public hospital, public school, other state or local government program a private business that serves the public, such as a restaurant, doctors office, shop, or hotel.
To be protected by the ADA, one must have a disability, which is defined by the ADA as a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. The ADA does not specifically name all of the impairments that are covered.
Are emotional support, therapy, comfort, or companion animals considered service animals under the ADA?
The process that the Department of Justice uses to certify that State laws, local building codes, or similar ordinances meet or exceed the ADA Standards for Accessible Design for new construction and alterations, go to Certification of State and Local Building Codes.
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Paralyzed Veterans Of America V Ellerbe Becket Architects And Engineers
One of the first major ADA lawsuits, Paralyzed Veterans of America v. Ellerbe Becket Architects and Engineers was focused on the wheelchair accessibility of a stadium project that was still in the design phase, MCI Center in Washington, D.C. Previous to this case, which was filed only five years after the ADA was passed, the DOJ was unable or unwilling to provide clarification on the distribution requirements for accessible wheelchair locations in large assembly spaces. While Section 4.33.3 of ADAAG makes reference to lines of sight, no specific reference is made to seeing over standing patrons. The MCI Center, designed by Ellerbe Becket Architects & Engineers, was designed with too few wheelchair and companion seats, and the ones that were included did not provide sight lines that would enable the wheelchair user to view the playing area while the spectators in front of them were standing. This case and another related case established precedent on seat distribution and sight lines issues for ADA enforcement that continues to present day.
Q What Are The Limitations On The Obligation To Make A Reasonable Accommodation
A. The individual with a disability requiring the accommodation must be otherwise qualified, and the disability must be known to the employer. In addition, an employer is not required to make an accommodation if it would impose an “undue hardship” on the operation of the employer’s business. “Undue hardship” is defined as an “action requiring significant difficulty or expense” when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer’s operation. Undue hardship is determined on a case-by-case basis. Where the facility making the accommodation is part of a larger entity, the structure and overall resources of the larger organization would be considered, as well as the financial and administrative relationship of the facility to the larger organization. In general, a larger employer with greater resources would be expected to make accommodations requiring greater effort or expense than would be required of a smaller employer with fewer resources.
If a particular accommodation would be an undue hardship, the employer must try to identify another accommodation that will not pose such a hardship. Also, if the cost of an accommodation would impose an undue hardship on the employer, the individual with a disability should be given the option of paying that portion of the cost which would constitute an undue hardship or providing the accommodation.
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Q Is Testing For The Illegal Use Of Drugs Permissible Under The Ada
A. Yes. A test for the illegal use of drugs is not considered a medical examination under the ADA therefore, employers may conduct such testing of applicants or employees and make employment decisions based on the results. The ADA does not encourage, prohibit, or authorize drug tests.
If the results of a drug test reveal the presence of a lawfully prescribed drug or other medical information, such information must be treated as a confidential medical record.
The Class Action Lawsuit Seeks To Force The City To Eliminate Public Camping Plaintiffs Say It Violates The Americans With Disabilities Act
Tents line the entirety of some city blocks in Portland’s Old Town on March 23, 2022.
A group of Portlanders with disabilities is suing the city for failing to keep public sidewalks accessible.
The issue isnt curb cuts or sidewalk width. The problem, the lawsuit alleges, is tents on the sidewalk, which prevent people with wheelchairs and walkers from passing without difficulty.
The class action lawsuit filed Tuesday in federal court accuses the city of violating the Americans with Disabilities Act by allowing people to camp on city sidewalks. The Americans with Disabilities Act, known as the ADA, bars discrimination based on disability and requires sidewalks be accessible to everyone.
Right now, the lawsuit states, Portland sidewalks are only available to those who have the ability to sidestep the camps. The suit names 10 plaintiffs, most of whom use a wheelchair, cane or walkers and say they have to go out of their way to navigate around tents.
In a press conference held in the Wells Fargo Exchange Block steps from City Hall, a handful of plaintiffs spoke about the difficulties theyve had navigating Portland streets in the last few years as tents have proliferated across the city. Steve Jackson, a 47-year-old man who is blind, said he often accidentally steps on people. Barbara Jacobsen, a 62-year-old who uses an electric wheelchair, says she often has to go into the street with traffic to avoid the tents.
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Howwillthe Accommodationrequest Be Handled
The ADA Coordinator, or designee, will notify you if the city can provide the requested accommodation, or requires further information. The ADA Coordinator may also propose an alternative form of accommodation. If the city denies the requested accommodation and an alternative cannot be mutually agreed upon, you will be provided with a written explanation of the denial.
Q What Limitations Does The Ada Impose On Medical Examinations And Inquiries About Disability
A. An employer may not ask or require a job applicant to take a medical examination before making a job offer. It cannot make any pre-offer inquiry about a disability or the nature or severity of a disability. An employer may, however, ask questions about the ability to perform specific job functions and may, with certain limitations, ask an individual with a disability to describe or demonstrate how s/he would perform these functions.
An employer may condition a job offer on the satisfactory result of a post-offer medical examination or medical inquiry if this is required of all entering employees in the same job category. A post-offer examination or inquiry does not have to be job-related and consistent with business necessity.
After a person starts work, a medical examination or inquiry of an employee must be job-related and consistent with business necessity. Employers may conduct employee medical examinations where there is evidence of a job performance or safety problem that they reasonably believe is caused by a medical condition, examinations required by other federal laws, return-to-work examinations when they reasonably believe that an employee will be unable to do his job or may pose a direct threat because of a medical condition, and voluntary examinations that are part of employee health programs.
Tests for illegal use of drugs are not medical examinations under the ADA and are not subject to the restrictions of such examinations.
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Q What Are The Ada’s Requirements For Public Transit Buses
A. The Department of Transportation has issued regulations mandating accessible public transit vehicles and facilities. The regulations include requirements that all new fixed-route, public transit buses be accessible and that supplementary paratransit services be provided for those individuals with disabilities who cannot use fixed-route bus service. For information on how to contact the Department of Transportation, see page 25-26.
Q How Will The Ada Make Telecommunications Accessible
A. The ADA requires the establishment of telephone relay services for individuals who use teletypewriters , video phones, or similar devices. The Federal Communications Commission has issued regulations specifying standards for the operation of these services.
The ADA National Network can provide customized support and technical assistance to answer any additional ADA questions you may have. Contact the ADA National Network with your questions or to find a regional ADA National Network center near you. Call 949-4232 all calls are confidential.
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Exemptions For Private Clubs And Religious Organizations
The provisions of this subchapter shall not apply to private clubs or establishments exempted from coverage under title II of the Civil Rights Act of 1964 42 U.S.C. 2000a et seq. ] or to religious organizations or entities controlled by religious organizations, including places of worship.
Availability of remedies and procedures
The remedies and procedures set forth in section 2000a3 of this title are the remedies and procedures this subchapter provides to any person who is being subjected to discrimination on the basis of disability in violation of this subchapter or who has reasonable grounds for believing that such person is about to be subjected to discrimination in violation of section 12183 of this title . Nothing in this section shall require a person with a disability to engage in a futile gesture if such person has actual notice that a person or organization covered by this subchapter does not intend to comply with its provisions.
Injunctive relief
In the case of violations of sections 12182 and section 1 12183 of this title, injunctive relief shall include an order to alter facilities to make such facilities readily accessible to and usable by individuals with disabilities to the extent required by this subchapter. Where appropriate, injunctive relief shall also include requiring the provision of an auxiliary aid or service, modification of a policy, or provision of alternative methods, to the extent required by this subchapter.
Enforcement by Attorney General
Q Does The Ada Cover Private Apartments And Private Homes
A. The ADA does not cover strictly residential private apartments and homes. If, however, a place of public accommodation is located in a residential setting, such as a rental/sales office, doctor’s office or day care center, those portions of the residential property used for that purpose are subject to the ADA’s requirements.
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Employers And The Ada: Myths And Facts
The Americans with Disabilities Act is a landmark federal law that protects the rights of people with disabilities by eliminating barriers to their participation in many aspects of living and working in America. In particular, the ADA prohibits covered employers from discriminating against people with disabilities in the full range of employment-related activities, from recruitment to advancement, to pay and benefits.
The foundation for the ADA is America’s promise of equal access to opportunity for all citizens.
Being inclusive of people with disabilities in recruitment, retention, promotion, and in providing an accessible environment gives businesses a competitive edge. Below are some of the common myths about how the ADA affects employers and research and facts that negate them.
Myth: The ADA forces employers to hire unqualified individuals with disabilities.
Fact: Applicants who are unqualified for a job cannot claim discrimination under the ADA. Under the ADA, to be protected from discrimination in hiring, an individual with a disability must be qualified, which means he or she must meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations.
Myth: When there are several qualified applicants for a job and one has a disability, the ADA requires the employer to hire that person.
Myth: The ADA gives job applicants with disabilities advantages over job applicants without disabilities.
Q Are Miniature Horses Service Animals
A. No, however a public entity or private business shall make reasonable modifications in policies, practices, or procedures to permit the use of a miniature horse by an individual with a disability if the miniature horse has been individually trained to do work or perform tasks for the benefit of the individual with a disability. Factors that a covered entity may consider in determining when such a modification is reasonable include the type, size, and weight of the miniature horse and whether the facility can accommodate these features whether the individual has sufficient control of the animal whether the animal is housebroken and whether legitimate safety requirements that are necessary for operation of the business or program will be compromised.
Beyond these additional considerations, a covered entity may only make the same kinds of inquiries permitted in the case of service dogs and may not ask about the nature of the individual’s disability or require documentation that the miniature horse is trained.
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Q What Are The Ada Requirements For Altering Facilities
A. All alterations that could affect the usability of a facility must be made in an accessible manner to the maximum extent feasible. For example, if during renovations a doorway is being relocated, the new doorway must be wide enough to meet the new construction standard for accessibility. When alterations are made to a primary function area, such as the lobby of a bank or the dining area of a cafeteria, an accessible path of travel to the altered area must also be provided.
The bathrooms, telephones, and drinking fountains serving that area must also be made accessible. These additional accessibility alterations are only required to the extent that the added accessibility costs do not exceed 20% of the cost of the original alteration. Elevators are generally not required in facilities under three stories or with fewer than 3,000 square feet per floor, unless the building is a shopping center or mall the professional office of a health care provider a terminal, depot, or other public transit station or an airport passenger terminal.
Q What Resources Does The Equal Employment Opportunity Commission Have Available To Help Employers And People With Disabilities Understand And Comply With The Employment Requirements Of The Ada
A. The Equal Employment Opportunity Commission has developed numerous resources to help employers and people with disabilities understand and comply with the employment provisions of the ADA.
Resources include:
- Question and answer documents
For information on how to contact the Equal Employment Opportunity Commission, see page 25-26.
The ADA National Network can assist individuals with disabilities by providing ADA information related to employment in the private sector and in state and local governments. Additionally, the ADA National Network can help employers successfully implement the ADA. The Network can provide training and information on hiring, tax incentives, reasonable accommodations, and other strategies to facilitate compliance, improve employment outcomes, and strengthen employee loyalty. Contact the ADA National Network with your questions or to find a regional ADA National Network center near you. Call 949-4232 all calls are confidential.
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