Ada Compliance

Written by Amy Hall
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Specific ADA compliance guidelines can be found in Federal websites, which explain in great detail the Americans with Disabilities Act. Essentially, the ADA says that all persons, regardless of a disability, should have their civil rights protected. This means that no person should be discriminated against when applying for a job or trying to enter an institution of higher learning, simply because he or she has a disability.

A disability could be physical, such as blindness or deafness, or it could be an emotional or learning disability. Employers who understand ADA compliance realize that they do not have to alter a job description to fit the abilities of a disabled person. Rather, the ADA compliance rules state that a disabled person who is capable of doing a job but may need special accommodations, can and should be able to do that job.

Understanding the ADA Compliance Information

Such reasonable accommodations could consist of providing training manuals in braille for a blind person, or providing wheelchair access for a paralyzed person. Employers have a reasonable amount of time to make these provisions. However, failure to make provisions that are reasonable in nature can spell trouble for employers.

It is important that both employers and employees understand what the Americans with Disabilities Act means. No employer should have to drastically alter a job description just because someone has a disability and wants to do that job. At the same time, a disabled person who is fully capable of performing a job but needs some assistance in the form of reasonable accommodations, should be able to do so.

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