The Americans with Disabilities Act (Ada) and Its Importance

The Americans with Disabilities Act (ADA), which was implemented on July 26, 1990 has protected Americans against disability-related discrimination by making it illegal for any employer to discriminate against a qualified job applicant on the basis of their disability. According to statistical reports, over 54 millions of Americans are covered by this act. The ADA defines a disability simply as a mental or physical impairment that limits a person’s ability in any given major life activity; surprisingly, alcoholism is included as this type of disability. The ADA autumatically applies to businesses with 15 or more employees not limited to employment agencies/ labor organizations, state agencies and local government employees.

The ADA covers a wide range of disabilities in part or in whole of the following: physical conditions affecting mobility, stamina, sight, hearing, speech to conditions such as emotional illness and learning disorders. People who are covered under this act must have a record of impairment or be regarded as having an impairment. Since July 1992, employers have paid more than $174 million in Equal Employment Opportunity Commission (EEOC) settlements over ADA complaints, not counting administrative costs and legal fees, restored benefits, promotions; in addition, employee reinstatement are some components of ADA settlement cases. Employers who act with malice or reckless indifference may also be fined 50,000 – 300,000 dollars depending on the number of employees the company employs.

People with disabilities often subject to mistreatment and may feel powerless; however laws like the ADA protects disabled people against discrimination similar to laws that protect people of different ethnics or religious backgrounds; sources/ references indicate employers are to keep records of disability employees confidential. As an administrator, I will execute my utmost diligence to work with my disability employees to facilitate their tenure under my...