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Abstract
The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications. It also applies to the United States Congress (U.S. Department of Justice, 2006).
The U.S. Department of Justice (2006) stated, “To be protected by the ADA, one must have a disability or have a relationship or association with an individual with a disability. An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such impairment, or a person who is perceived by others as having such impairment.”(para. 1-3). The ADA does not specifically name all of the impairments that are covered. Title I requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant's disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship (U.S. Department of Justice , 2006).
Conclusion
The ADA is a wide-ranging civil rights law that prohibits, under certain circumstances, discrimination based on disability. Prior to 1990 individuals who had experienced discrimination on the basis of a disability often had no legal recourse to redress such discrimination. This act gave them that opportunity. It also forced organizations both public and private to break down many of the barriers that had excluded...