The Americans with Disabilities Act

The Americans with Disabilities Act (ADA) is a landmark civil rights law that was enacted in the United States on July 26, 1990. Its primary aim is to protect individuals with disabilities from discrimination and ensure their full participation in society. The ADA covers a wide range of disabilities, including physical, sensory, cognitive, and mental health conditions, and it applies to both public and private sectors. It’s structured around several key titles that address different areas of public life:

Title I: Employment

Title I of the Americans with Disabilities Act (ADA) addresses employment, a cornerstone for achieving independence and equality for individuals with disabilities. Enacted in 1990, this title prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. Here’s a closer look at the key aspects of Title I:

Who is Protected?

Title I protects a “qualified individual with a disability.” This is defined as a person who, with or without reasonable accommodation, can perform the essential functions of the employment position that such person holds or desires. The ADA’s definition of disability is broad, covering individuals who have a physical or mental impairment that substantially limits one or more major life activities, individuals who have a history or record of such an impairment, and individuals who are perceived by others as having such an impairment.

What Employers are Covered?

Title I applies to employers with 15 or more employees. This includes private employers, state and local governments, employment agencies, and labor unions. Federal employees and agencies are covered under the Rehabilitation Act of 1973, which is similar to the ADA.

Reasonable Accommodations

Employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship to the business. A reasonable accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. Examples include making existing facilities accessible, job restructuring, part-time or modified work schedules, acquiring or modifying equipment, and providing qualified readers or interpreters.

Undue Hardship

An employer is not required to provide a reasonable accommodation that would cause undue hardship to the operation of the business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature of the operation.

Non-Discrimination and Confidentiality

Title I prohibits discrimination in all aspects of employment, including recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It also requires employers to maintain the confidentiality of any medical information they obtain from an applicant or employee.

Enforcement and Complaints

Individuals who believe their ADA rights have been violated under Title I can file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), the agency responsible for enforcing federal laws regarding employment discrimination. The EEOC investigates complaints, mediates disputes, and may take legal action against employers who violate the law.

Impact of Title I

Since its implementation, Title I of the ADA has played a crucial role in breaking down barriers to employment for people with disabilities, promoting fairness in hiring and employment practices, and ensuring that individuals with disabilities have the opportunity to contribute to the workforce on an equal basis. It has led to greater awareness of the capabilities of individuals with disabilities and fostered a more inclusive and accessible workplace culture across various industries.

Title II: Public Services (State and Local Government)

Title II of the Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities in all services, programs, and activities provided by state and local government entities. This title ensures that people with disabilities have equal access to the vast range of public services offered by state and local governments, mirroring the ADA’s broader aim of integrating individuals with disabilities into all aspects of society. Title II covers a wide array of public entities’ operations, including public education, employment, transportation, recreation, health care, social services, courts, voting, and town meetings.

Key Provisions of Title II

Equal Opportunity: Title II mandates that people with disabilities must have an equal opportunity to benefit from all programs, services, and activities (e.g., public education, employment, transportation, recreation, health care, social services, courts, and voting).

Reasonable Modifications: Public entities are required to make reasonable modifications in policies, practices, or procedures when necessary to avoid discrimination on the basis of disability, unless such modifications would fundamentally alter the nature of the service, program, or activity.

Communication: Public entities must ensure that communications with individuals with disabilities are as effective as communications with others through appropriate aids and services.

Architectural and Transportation Barriers: Compliance with architectural standards for new and altered buildings; new public transportation vehicles must be accessible; and barriers in existing buildings and transportation systems must be removed where possible.

Eligibility Criteria: State and local governments must not impose or apply eligibility criteria that screen out or tend to screen out individuals with disabilities from fully and equally enjoying any service, program, or activity, unless such criteria can be shown to be necessary for the provision of the service, program, or activity being offered.

Enforcement and Compliance

Title II is enforced by the U.S. Department of Justice, which may initiate legal action in cases of non-compliance. Individuals who face discrimination can also file complaints with federal agencies or directly in federal court. The Department of Justice also provides technical assistance and guidance to public entities and individuals regarding their rights and responsibilities under Title II.

Impact of Title II

Since its enactment, Title II has had a profound impact on public access and inclusivity. It has led to significant improvements in physical access to public buildings, such as courthouses, public schools, and city halls, through the installation of ramps, elevators, and accessible restrooms. It has also resulted in the provision of sign language interpreters, Braille materials, and other aids for effective communication.

Public transportation systems have been transformed to accommodate individuals with disabilities, with the addition of bus lifts, priority seating, and paratransit services. Furthermore, public programs and services, including emergency services and voting processes, have been made more accessible.

Title II of the ADA underscores the principle that individuals with disabilities must have access to public services on an equal basis with others. It has fostered greater inclusion and participation of individuals with disabilities in community life and civic activities, contributing to the broader goals of equality and accessibility embodied in the ADA.

Title III: Public Accommodations and Services Operated by Private Entities

Title III of the Americans with Disabilities Act (ADA) addresses public accommodations and services operated by private entities, ensuring that people with disabilities have access to a broad range of services and facilities open to the public. Enacted on July 26, 1990, Title III is a crucial component of the ADA, focusing on the rights of individuals with disabilities to access and enjoy commercial facilities, recreational facilities, private education facilities, and more, on an equal basis with the general public.

Nondiscrimination: Title III prohibits private places of public accommodation from discriminating against individuals with disabilities. This includes a requirement to provide goods and services in an integrated setting, unless separate or different measures are necessary to ensure equal access.

Examples of Public Accommodations: The ADA defines public accommodations broadly, including entities such as restaurants, hotels, theaters, convention centers, retail stores, shopping centers, dry cleaners, laundromats, pharmacies, libraries, parks, private schools, and day care centers. Essentially, any private entity that is open to the public falls under this title.

Physical Accessibility: Public accommodations must comply with specific architectural standards for new and altered buildings; they must also remove barriers in existing buildings where such removal is readily achievable, meaning easily accomplishable without much difficulty or expense.

Reasonable Modifications: Entities must make reasonable modifications in policies, practices, and procedures when necessary to accommodate people with disabilities, unless such modifications would fundamentally alter the nature of the goods or services provided.

Effective Communication: Title III requires entities to take necessary steps to ensure communication with individuals with hearing, vision, or speech disabilities is as effective as communication with others. This may include providing auxiliary aids and services, such as Braille materials, sign language interpreters, or captioning.

Exemptions and Limitations: Private clubs and religious organizations are exempt from the ADA’s Title III requirements. Additionally, Title III does not require any action that would result in an undue burden (significant difficulty or expense) or fundamentally alter the nature of the goods or services provided.

Enforcement and Compliance

Title III is enforced primarily through private litigation. Individuals who experience discrimination can file lawsuits to obtain court orders to stop discrimination. While monetary damages cannot be awarded to individuals under Title III (except in cases brought by the Department of Justice), prevailing parties may be entitled to attorney’s fees.

The U.S. Department of Justice (DOJ) can also bring lawsuits in cases of general public importance or where a pattern or practice of discrimination is alleged. In these cases, the DOJ may seek monetary damages and civil penalties.

The Department of Justice also publishes the ADA Standards for Accessible Design, which detail how architectural and design standards can be compliant with the ADA. These standards are an important resource for businesses and organizations seeking to understand their obligations under Title III.

Impact of Title III

Title III of the ADA has significantly influenced the design and operation of public spaces, ensuring greater accessibility and inclusion for individuals with disabilities. It has led to widespread changes in the physical layout of businesses, the provision of auxiliary aids and services for effective communication, and modifications in policies and practices to accommodate the needs of individuals with disabilities. As a result, people with disabilities can participate more fully in social, economic, and cultural life.

Title IV: Telecommunications

Title IV of the Americans with Disabilities Act (ADA) focuses on telecommunications, specifically addressing the needs of individuals with hearing and speech disabilities. Enacted as part of the broader ADA legislation in 1990, Title IV mandates that telephone and television services be accessible to people with hearing and speech disabilities, thereby ensuring their ability to communicate over telecommunication systems. This title is crucial for fostering inclusivity and independence, allowing individuals with disabilities to engage more fully in society.

Key Provisions of Title IV

Telecommunications Relay Services (TRS): Title IV requires telephone companies to provide a nationwide system of telecommunications relay services (TRS) that allows individuals with hearing or speech disabilities to communicate over the telephone network. This service must be provided 24 hours a day, seven days a week, at no additional cost to the user beyond the standard telephone rates.

Compatibility with Hearing Aids: Telecommunications equipment and customer premises equipment must be compatible with hearing aids. This provision ensures that individuals with hearing aids can use telecommunication devices without interference or difficulty.

Closed Captioning on Televised Public Service Announcements: Title IV mandates that federally funded public service announcements include closed captioning to ensure that individuals with hearing disabilities can access the information.

Implementation of Title IV

  • Federal Communications Commission (FCC): The implementation and enforcement of Title IV are overseen by the Federal Communications Commission (FCC). The FCC has established various regulations and standards to ensure that telecommunications services and equipment are accessible, including rules for the operation of TRS services, such as:
  • Text Telephone (TTY) Relay Services: Enables text-based communication over the phone.
  • Voice Carry Over (VCO): Allows individuals with hearing disabilities to use their voice while receiving responses via text.
  • Hearing Carry Over (HCO): Allows individuals with speech disabilities to hear the other party and respond via text.
  • Video Relay Service (VRS) and Captioned Telephone Service: Utilize internet technologies to provide more efficient and natural communication for users with hearing and speech disabilities.

The implementation of Title IV has had a profound impact on the inclusivity and accessibility of telecommunications for individuals with hearing and speech disabilities. By ensuring access to TRS and mandating compatibility of telecommunications equipment with hearing aids, Title IV has enhanced the ability of people with disabilities to communicate, access information, and participate in all facets of society.

TRS, in particular, has evolved with technology, incorporating video relay services and other internet-based solutions to provide more effective communication options for users. These advancements have not only improved the quality of life for individuals with hearing and speech disabilities but have also contributed to their independence and social integration.

The FCC continues to adapt and update regulations to keep pace with technological advancements, ensuring that telecommunications services remain accessible and functional for individuals with disabilities. Title IV’s ongoing evolution reflects a commitment to inclusivity and accessibility in the rapidly changing landscape of communication technology.

Title V: Miscellaneous Provisions

Title V of the Americans with Disabilities Act (ADA) contains a variety of miscellaneous 

provisions that relate to the ADA as a whole. These provisions cover a range of important topics that ensure the effective implementation and enforcement of the ADA’s protections for individuals with disabilities. Title V includes clauses on the relationship of the ADA to other laws, insurance, retaliation and coercion, attorney’s fees, and the ADA’s impact on other federal and state laws.

Key Aspects of Title V

Relationship to Other Laws: Title V clarifies that the ADA does not limit or invalidate rights, remedies, and procedures available under other federal laws that provide greater or equal protection for the rights of individuals with disabilities. This ensures that the ADA works in conjunction with other laws to provide comprehensive protections.

Insurance: Entities are allowed to offer insurance policies that are underwritten based on or not inconsistent with state law, even if these policies have differential effects on individuals with disabilities, provided such actions are not used as a subterfuge to evade the purposes of the ADA.

Retaliation and Coercion: Title V prohibits retaliation against any individual for exercising their rights under the ADA or assisting others in exercising their rights. This includes protection from retaliation for making a complaint, testifying, or participating in an investigation or lawsuit under the ADA.

Attorney’s Fees: The ADA allows courts to award attorney’s fees to the prevailing party in lawsuits based on the ADA. This provision is important for ensuring access to justice for individuals with disabilities, as it can help cover the costs of legal representation.

State Immunity: Title V initially aimed to abrogate state immunity from lawsuits in federal court, allowing private individuals to sue state governments for money damages under the ADA. However, subsequent Supreme Court decisions have limited this provision, particularly in the context of employment discrimination under Title I.

Congressional Findings and Purpose: Title V also includes findings by Congress regarding the pervasive problems of discrimination against individuals with disabilities, underscoring the ADA’s purpose to provide a clear and comprehensive mandate for the elimination of discrimination against individuals with disabilities.

Impact and Considerations

Title V’s miscellaneous provisions play a crucial role in supporting the overall effectiveness of the ADA. By addressing the relationship between the ADA and other laws, providing protections against retaliation, and outlining enforcement mechanisms, Title V helps ensure that individuals with disabilities can fully exercise their rights under the ADA.

The provisions regarding state immunity and the relationship to other laws have been particularly significant in legal interpretations and applications of the ADA. These aspects of Title V have shaped how the ADA interacts with a complex legal landscape, including other federal statutes, state laws, and constitutional principles.

Overall, Title V reinforces the ADA’s broad scope and purpose, providing essential support for the act’s goal of achieving equality, reducing barriers, and ensuring full participation in society for people with disabilities.

ADA Amendments Act of 2008 (ADAAA)

The ADA Amendments Act of 2008 (ADAAA) was signed into law on September 25, 2008, and became effective on January 1, 2009. This significant piece of legislation was enacted in response to several Supreme Court decisions that had narrowly interpreted the Americans with Disabilities Act (ADA) of 1990, effectively limiting the scope of protection for individuals with disabilities. The ADAAA made several critical changes to the ADA’s definitions and standards to ensure broader coverage and protection for individuals with disabilities.

Key Changes Introduced by the ADAAA

Broadening of the Definition of “Disability”: The ADAAA clarified and expanded the definition of “disability” to cover more individuals. It emphasized that the definition of disability should be interpreted in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA.

Major Life Activities: The ADAAA expanded the list of “major life activities” to include major bodily functions, such as functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions. This expansion was significant in recognizing conditions that may not have been previously considered under the ADA.

Mitigating Measures: One of the most notable changes was the ADAAA’s provision that mitigating measures (such as medication, medical supplies, equipment, or appliances, except for ordinary eyeglasses or contact lenses) should not be considered when determining whether an individual has a disability. This change ensured that individuals who manage their impairments with mitigating measures still qualify as having a disability under the law.

“Regarded As” Having a Disability: The ADAAA clarified that an individual is regarded as having a disability if they are subjected to an action prohibited by the ADA (such as discrimination) based on an actual or perceived impairment, whether or not the impairment limits or is perceived to limit a major life activity. This provision aimed to protect individuals who may face discrimination based on misconceptions, stereotypes, or prejudices related to disability.

Episodic Conditions or Conditions in Remission: The ADAAA specified that an impairment that is episodic or in remission is still considered a disability if it would substantially limit a major life activity when active. This clarification was important for individuals with conditions like epilepsy, multiple sclerosis, cancer, or bipolar disorder, which can vary in severity and impact over time.

Impact of the ADAAA

The ADAAA significantly broadened the scope of protection offered by the ADA, making it easier for individuals with a wide range of conditions to receive protections against discrimination. It reflected Congress’s intention to make the ADA’s protections extensive, ensuring that individuals with disabilities could participate fully in society, enjoy equal employment opportunities, and not be discriminated against based on their disabilities.

Since the ADAAA’s enactment, courts and employers have needed to adjust their understanding and application of the law, focusing more on accommodations and equal access rather than questioning whether an individual’s condition qualifies as a disability under the ADA. The ADAAA reinforced the ADA’s mission to eliminate discrimination against individuals with disabilities and promote their full inclusion and participation in all aspects of society.

Table of Contents

Popular Topics

Scroll to Top