Understanding and Applying the ADAAA

by Jan 29, 2019

Home » The Disability Inclusion Blog » Understanding and Applying the ADAAA

In 1990, President George H.W. Bush signed into law the Americans with Disabilities Act (ADA). It was the first comprehensive civil rights law for people with disabilities, making it possible for everyone with a disability to live a life of inclusion and equality. The law was meant to guarantee people with disabilities have the same opportunities in all aspects of life as every other American, including employment, government programs and services, and private establishments.

However, following the enactment of the ADA, controversial Supreme Court rulings[1] caused a limit in the scope of opportunities and protections originally intended by the law. So, on January 1, 2009, the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 went into effect, essentially rectifying the situation.

The definition of disability, as outlined by the ADA, is still a three-part definition:-A physical or mental impairment that substantially limits a major life activity-Having a record of such impairment-Regarded as having an impairment

However, the ADAAA made changes to the way this meaning is applied, purposefully decreasing the heavy focus on the precise definition of disability, and making compliance easier for all. The iDisability™ e-learning module, “Understanding and Applying the ADAAA” was developed to help employers and employees understand who is covered by this act.

Nearly 1 million business users across a variety of industries have already benefited from iDisability™, an e-learning platform specifically designed to educate organizations and ensure employees have the knowledge required to effectively communicate, interview, hire, accommodate and engage every employee within the workforce. To schedule a demonstration, complete the contact form.  

Source information:[1]http://www.siop.org/tip/jan09/16gutman.aspx

Andrew D. Houghton

Andrew D. Houghton

President, Disability Inclusion Solutions

Nationally Recognized Accessibility Expert. Creating Innovative Disability Inclusion Solutions. Certified DOBE.

0 Comments

Related posts:

Workplace Design for Mental Wellness: How to Begin

Workplace Design for Mental Wellness: How to Begin

Prioritizing employee well-being shouldn’t be confined to a single calendar month. However, May is Mental Health Awareness Month, which makes it an opportune time to reflect on how employers can foster environments that support mental well-being.

read more
From Awkward to Awesome: 8 Disability Etiquette Tips

From Awkward to Awesome: 8 Disability Etiquette Tips

Let’s be honest. We all have moments when we are unsure of the best way to interact with co-workers.
This is where workplace etiquette comes in. It’s meant to eliminate those awkward moments–creating a respectful, professional, and positive work environment for everyone

read more
How to Name Your Firm’s Disability ERGs and BRGs

How to Name Your Firm’s Disability ERGs and BRGs

Resource groups are becoming more prevalent as the workplace culture shifts to create a more diverse and inclusive environment. ERG (Employee Resource Group) and BRG (Business Resource Group) are the most widely used terms to describe these groups within organizations.

read more