Human resource managers are faced with a different set of Americans with Disabilities Act (ADA) rules, and in order to comply, must develop a clear understanding of what the original ADA rules were, and how the ADA Amendments Act modifies some provisions. You can also get the best website accessibility with ADA Site Compliance online.
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The original ADA Act
The original ADA is a federal law that emphasizes the civil rights of people with disabilities, to protect them from being discriminated upon. Enforced by the EEOC, it prohibits a company from firing or not considering hiring a qualified employee just because of a disability.
It defines a disability as a medical disorder, impairment, or condition that will not completely limit the handicapped from doing a major life activity. The ADA also protects individuals with disability records or those who are "perceived to have a disability" such as limited vision, hearing loss, an illness caused by a pathogen, loss of a limb, etc.
The ADA Amendments Act also overturns an older Supreme Court decision, which allowed "consideration of mitigating measures" such as equipment or medicine that minimizes impairments, when determining if a worker is disabled.
Conditions in remission
Under the new ADA Amendments Act, an employee who has a condition in remission is still ADA-protected if his condition qualifies as a disability when it is active.
The essence of the ADA Amendments Act is the same as the original ADA – that is, to protect the rights of employees with disabilities. Legal experts say that human resource managers can avoid lawsuits that may ensue from the new ADA by employing a reasonable approach.