Experienced Guidance For The Americans With Disabilities Act
The Americans with Disabilities Act was written to mirror the intent of the Civil Rights Act of 1964 – protect those with disabilities from discrimination, harassment or unfair practices. The ADA was first passed in 1990, but it has since been amended to take new needs and issues into account. The Act is structured to address different areas of society, beginning with employment under Title I. Title I of the ADA requires employers to offer “reasonable accommodations” for people with mental or physical disabilities. Requirements apply to every stage of a worker’s employment – from the application process to promotion and termination practices. Every area of an employer’s policies must address physical and mental disabilities if the employer has more than 15 employees (or is an employment agency or labor organization). The ADA defines a disability as “a physical or mental impairment that substantially limits one or more of the major life activities of such individual.” While the definition of a disability is broad by necessity, the Equal Employment Opportunity Commission has listed a number of conditions employers should be prepared to accommodate. These conditions include:
- Missing limbs/mobility impairment
- And many more
Your Business Is Not Exempt – Call Duffy North Today
Lack of compliance with the ADA opens up employers to massive lawsuits and serious consequences. As disability discrimination attorneys, the Montgomery County lawyers at Duffy North have been key allies in helping our clients protect themselves from litigation by ensuring accessibility for all their employees. In addition to securing our clients’ future, we have helped them create better workplaces by providing day-to-day counsel, consulting on regulatory issues and providing defense litigation if claims arise. We create ironclad workplace solutions that keep your business safe from litigation. If you want security, the employment law lawyers at Duffy North are the allies you need.