On the Outside Looking In: Your Rights under the

Americans with Disabilities Act

Ray Petty

Great Plains ADA Center for

Moving Forwards Together Conference

Overland Park, Kansas

November 13 , 2008

The Great Plains ADA Center

One of 10 regional “Disability and Business Technical Assistance Centers” – or DBTACs – in the USA.

The Great Plains ADA Center serves Region VII:Missouri, Kansas, Iowa, and Nebraska

•Formerly known as

“The ADA Project”•Administratively housed

at MU-Columbia•(573) 882-3600 (V/TTY)•(573) 884-4925 (Fax)•www.adaproject.org•(800) 949-4232 National Toll-Free phone number

The Great Plains ADA Center started the ADA Symposium in 1998 as a regional conference - it has become THE National ADA Conference.

The Americans with Disabilities Act (ADA) of 1990 was passed to enable people with disabilities to work, play and participate in day-to-day tasks and activities along with everyone else.

The ADA states that no employer may discriminate against or terminate employees based on a physical or mental impairment when those employees are capable of performing the job with or without reasonable modifications (accommodation).

Covered employers are responsible for maintaining the integrity of his/her employees’ essential job functions, and also for workspace modifications if they are within acceptable financial and safety criteria.

There are five major sections or “Titles” within the ADA

Title I = Employment

Title II = Programs and Services of State and Local Government Entities

Title III = Programs and Services of Places of Public Accommodation

Title IV = Telecommunications

Title V = Miscellaneous Provisions

Title I

Title I of the ADA Protects Qualified Individuals with Disabilities From Discrimination in Employment.

Who is “covered” by the employment provisions of the ADA?

• All private employers with 15 or more employees and all public employers, regardless of size.

• States often have different standards under their human rights/civil rights statutes – in Kansas, for example, employers of 4 or more persons are “covered” by the Kansas Acts Against Discrimination, a state statute.

How does the ADA Define an Individual with a Disability?

A person who either:–Has an physical or mental impairment that substantially limits one or more of his/her major life activities–Has a record of such an impairment; or–Is regarded as having such an impairment

What does “Substantially Limited” Mean?

The 3 Main Factors to Consider are:

• Nature and Severity

• How long it is expected to last

• Permanent or long term impact,

or expected impact

What is a Major Life Activity?

These are activities an average person can perform with little or no difficulty such as:

SpeakingWalkingBreathingHearingSeeingLearningSitting or Standing

The ADA Protects Qualified Individuals

with Disabilities From Employment

Discrimination

How does the ADA define “qualified?”

A person is qualified who “satisfies the requisite skill, experience, education, and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position.”

– Title I Technical Assistance Manual

What does that mean?

There are 2 basic steps:(1) determine if the individual meets prerequisites of the job (BFOQs)

• Education• Work experience• Training• Skills• Licenses• Certificates• Others

(2) determine if the individual can perform the job’s

essential functions

with or without

reasonable accommodation.

What are essential functions?

Basic job duties that an employee must be able to perform, either with or without reasonable accommodation. Such duties must conform to two basic considerations:

• Are employees in the position actually required to perform the function?

• Would removing that function fundamentally change the job?

How are essential functions identified?

• The position exists to perform the function.

• There is a limited number of employees available to perform the function, or among whom the function can be distributed.

• A function is highly specialized, and the person in the position is hired for special expertise or ability to perform it.

What evidence is used in identifying an essential function?

• Employer’s judgment

• Written job description prepared before advertising or interviewing applicants

• The amount of time spent performing the function

Can an employer change the essential functions of a job?

• Yes, the ADA does not limit an employer’s ability to change the content, nature or functions of a job --

• as long as changes are not discriminatory in nature (arbitrary) with intent to screen out, or tendency to screen out otherwise qualified individuals.

Reasonable accommodation includes:

• Modification or adjustment to the application process.

• Modification to the work environment or to the manner in which the job is customarily performed.

• Modification or adjustment to allow the equal enjoyment of the benefits and privileges of employment.

What are the basic principles of reasonable accommodation?

• The accommodation must be effective.

• The accommodation must reduce barriers related to a person’s disability.

• The accommodation doesn’t have to be the best as long as it is effective – in other words, it gets the accommodation job done.

• An employer is not required to provide an accommodation primarily for personal use.

When is an employer obligated to make reasonable accommodation?

The employer is obligated to make an accommodation only to the known limitations of an otherwise qualified individual with a disability.

Whose responsibility is it to discuss reasonable accommodation?

• It is the employee’s responsibility to request an accommodation . . .

• however, the employer is responsible for notifying applicants and employees of its obligation to provide accommodations to qualified individuals with disabilities.

How does an employer determine if an individual is “covered?”

• After an employee asks for accommodation, the employer may request documentation.

• The information must be kept confidential.

• The information must not be more intrusive or extensive than is job-related or consistent with business necessity.

How is the proper accommodation determined?

• Through an informal, interactive process between employer and employee.

• The employer makes the final determination of the reasonable accommodation (RA) needed to be in compliance with the ADA.

• RA is not required if it would impose an

undue hardship.

What is an undue hardship?

Undue hardship is any action that requires “significant difficulty or expense” in relation to the available resources and nature of the operation or organization.

What is an undue hardship?

Determined on a case-by-case basis but could be something which:–Is unduly costly based upon the

business size and resources–Fundamentally alters the nature of

the business–Poses significant administrative

difficulty

Does claiming an undue hardship remove all accommodation

requirements?

No, whatever portion of the accommodation which is not considered an undue hardship must be provided.

Are there questions an employer cannot ask an applicant?

• It is unlawful to:–ask an applicant whether they

are disabled or about the nature or severity of a disability, or

–require the applicant to take a medical examination before making a job offer.

What can an employer ask?

• About his/her ability to perform job-related functions -- as long as the questions are not phrased in terms of disability.

• It is not illegal to ask an applicant to describe or even demonstrate how, with or without reasonable accommodation, he/she will be able to perform the job.

• Tests that are given to some, should be given to all applicants at that same stage in the application process.

Can an employer require a medical exam of an

individual with a disability?Yes,

–But only after a job offer is made and prior to the commencement of employment duties . . .

–and as long as everyone who will be working in the job category must also take the same examination.

May an employer condition the job offer on the results of the medical

examination?

Yes, but the employer must be able to show that the reasons for excluding an individual for medical reasons are job-related and consistent with business necessary AND that no reasonable accommodation was available which would enable or allow the person to perform the job’s essential functions.

Can an employer require a medical exam after commencement of a job?

• No compulsory medical examinations or questions about disability are allowed – unless they are job-related and necessary for the conduct of business.

• However, an employer can offer voluntary medical examinations that are part of an employee health program.

What are the confidentiality requirements for medical information?

• It is to be maintained in separate, locked files.

• It is to be provided to other employees on a need-to-know basis only.

• Employers may provide medical information required by state workers' compensation laws to the agencies that administer such laws.

How are the employment sections of the ADA enforced?

• Preferably by employer’s internal grievance procedure - but not required

• Alternative dispute resolution such as mediation or arbitration

• Filing an administrative complaint with the Equal Employment Opportunity Commission (EEOC)

• Filing a lawsuit requires a “Right to Sue” letter from EEOC

Title II

Title II of the ADA Protects

Qualified Individuals with

Disabilities Against

Discrimination by State and

Local Government Entities.

I. Who & What is Covered?

• "Public entities" include any state or local government and any of its departments, agencies, or other instrumentalities.

• All activities, services, and programs of public entities are covered, including activities of state legislatures and courts, town meetings, police and fire departments, motor vehicle licensing, and employment.

Unlike section 504 of the Rehabilitation Act of 1973, which only covers programs receiving federal financial assistance, Title II extends to all activities of state and local governments whether or not they receive federal funds.

Public transportation services operated by State and local governments are covered by ADA regulations issued by the U.S. Department of Transportation.

These regulations establish specific requirements for transportation vehicles and facilities, including a requirement that all new buses must be equipped to provide services to people who use wheelchairs.

II. Overview of Requirements

State and local governments:

• May not refuse to allow a person with a disability to participate in a service, program, or activity simply because the person has a disability.

• Must provide programs and services in an integrated setting, unless separate or different measures are necessary to ensure equal opportunity.

Unnecessary eligibility standards or rules that deny individuals with disabilities an equal opportunity to enjoy services, programs or activities (unless "necessary" for the provisions of the service, program or activity) must be eliminated.

State and local governments:

• May impose safety requirements necessary for the safe operation of the program in question, such as eligibility requirements for drivers' licenses, if based on actual risks and not on speculation, stereotypes, or generalizations about individuals with disabilities.

State and local governments:

• Are required to make reasonable modifications in policies, practices, and procedures that deny equal access to individuals with disabilities, unless a fundamental alteration in the program would result.

State and local governments:

• Must furnish auxiliary aids and services when necessary to ensure effective communication, unless an undue burden or fundamental alteration would result.

State and local governments:

• May provide special benefits, beyond those required by the regulation, to individuals with disabilities . . . but may not place special charges (surcharges) on individuals with disabilities to cover the costs of measures necessary to ensure nondiscriminatory treatment.

The “bottom line” is:

State and local governments shall operate programs so that, when viewed in their entirety, they are readily accessible to and usable by individuals with disabilities.

This standard is known as Program Access.

III. "Qualified" individuals.

A "qualified" individual with a disability is one who meets the essential eligibility requirements for the program or activity offered by a public entity.

“Essential eligibility requirements" depends on the type of service or

activity involved.

• For some activities, such as state-operated licensing programs for the professions, the ability to meet specific skill and performance requirements is certainly "essential.”

• For other activities, such as where a public entity provides information or a service to anyone who requests it, the "essential eligibility requirements" would be minimal.

IV. Program Access State and local governments:• Must ensure that individuals with disabilities

are not excluded from services, programs, and activities because buildings are inaccessible.

• Need not remove physical barriers, such as stairs, in all existing buildings, as long as programs are made accessible to individuals unable to use an inaccessible existing facility.

If all physical barriers are not removed, the entity can provide its services, programs, and activities to individuals with disabilities through alternative methods, such as:

• Relocating a service to an accessible facility – for example, moving a public information office from the third floor to the first floor of a building.

• Providing an aide or personal assistant to enable an individual with a disability to obtain the service.

Other Alternative methods include:

• Providing benefits or services at an individual's home, or at an alternative accessible site.

• But may not carry an individual with a disability as a method of providing program access, except in manifestly exceptional circumstances.

Title II entities:

Are not required to take any action that would result in a fundamental alteration in the nature of the service, program, or activity or in undue financial or administrative burdens.

However, public entities must take any other action,

if available, that would not result in a fundamental alteration or undue burden but would ensure that individuals with disabilities receive benefits or services.

V. Integrated Programs

• Integration of individuals with disabilities into the mainstream of society is fundamental to the purposes of the ADA.

• Public entities may not provide services or benefits to individuals with disabilities through programs that are separate or different, unless separate programs are necessary to ensure that benefits and services are equally effective.

• Even when separate programs are permitted, an individual with a disability still has the right to choose to participate in the regular program.

• State and local governments may not require an individual with a disability to accept a special accommodation or benefit if the individual chooses not to accept it.

VI. Communication

• Title II entities must ensure that communication with individuals with disabilities is effective.

• Where necessary to ensure that communications with individuals with hearing, vision, or speech impairments are as effective as communications with others, the public entity must provide appropriate auxiliary aids.

"Auxiliary aids" include such services or devices as :

• qualified interpreters• assistive listening

headsets• television captioning

and decoding• telecommunications

devices for deaf persons (TDD's)

• readers• taped texts• Braille materials• large print materials• videotext displays

A public entity may not charge an individual with a disability for the use of an auxiliary aid.

• Public entities are not required to provide auxiliary aids that would result in a fundamental alteration in the nature of a service, program, or activity, or in undue financial or administrative burdens.

• Telephone emergency services, including 911 services, must provide direct access to individuals with speech or hearing impairments.

New Construction and Alterations

• Public entities must ensure that newly constructed buildings and facilities are free of architectural and communication barriers that restrict use by people with disabilities.

• When a public entity undertakes alterations to an existing building, it must also ensure that the altered portions are accessible.

• The ADA does not require retrofitting of existing buildings to eliminate barriers, but does establish a high standard of accessibility for new and altered buildings.

Public entities may choose between two technical standards for accessible design:

• The Uniform Federal Accessibility Standard (UFAS), established under the Architectural Barriers Act, or

• The Americans with Disability Act Accessibility Guidelines (ADAAG), adopted by the Department of Justice for places of public accommodation and commercial facilities covered by title III of the ADA.

• The elevator exemption for small buildings under ADA Accessibility Guidelines does not apply to public entities covered by Title II.

VIII. Enforcement

• Private parties may bring lawsuits to enforce their rights under Title II of the ADA.

• The remedies available are the same as those provided under section 504 of the Rehabilitation Act of 1973.

• A reasonable attorney's fee may be awarded to the prevailing party.

• Individuals may also file complaints with appropriate administrative agencies - eight federal agencies are designated to handle complaints filed under Title II.

• Complaints may also be filed with any Federal agency that provides financial assistance to the program in question,

• or with the U.S. Department of Justice (USDOJ), which will refer the complaint to the appropriate agency.

Title III

Title III of the ADA Protects

Qualified Individuals with

Disabilities Against

Discrimination by Places of

Public Accommodation

Who and What is Covered?

The Title III regulation covers:

• Public accommodations (i.e., private entities that own, operate, lease, or lease to places of public accommodation),

• Commercial facilities, and

• Private entities that offer certain examinations and courses related to educational and occupational certification.

Places of public accommodation includes millions of private sector establishments such as:

• restaurants• hotels• theaters• convention centers• retail stores• shopping centers• dry cleaners• laundromats• pharmacies• doctors' offices

• hospitals• museums• libraries• parks• zoos• amusement parks• private schools• day care centers• health spas• bowling alleys

• Entities controlled by religious organizations, including places of worship, are not covered.

• Private clubs are not covered, except to the extent that the facilities of the private club are made available to customers or patrons -- as a place of public accommodation.

Overview of Requirements

• Public accommodations must -- Provide goods and services in an integrated setting, unless separate or different measures are necessary to ensure equal opportunity.

• Eliminate unnecessary eligibility standards or rules that deny individuals with disabilities an equal opportunity to enjoy the goods and services of a place of public accommodation.

• Make reasonable modifications in policies, practices, and procedures that deny equal access to individuals with disabilities, unless a fundamental alteration would result in the nature of the goods and services provided.

Overview of Requirements con’t:

• Furnish auxiliary aids when necessary to ensure effective communication, unless an undue burden or fundamental alteration would result.

• Remove architectural and structural communication barriers in existing facilities where readily achievable.

• Provide readily achievable alternative measures when removal of barriers is not readily achievable.

• Provide equivalent transportation services and purchase accessible vehicles in certain circumstances.

Places of Public Accommodation must:

• Maintain accessible features of existing facilities and equipment.

• Design and construct new facilities and, when undertaking alterations, alter existing facilities in accordance with the Americans with Disabilities Act Accessibility Guidelines (ADAAG).

Private entities offering certain examinations or courses (i.e., those related to applications, licensing, certification, or credentialing for secondary or postsecondary education, professional, or trade purposes) must offer them in an accessible place and manner or offer alternative accessible arrangements.

"Qualified Individualswith Disabilities"

Title III of the ADA provides comprehensive civil rights protections for "qualified individuals with disabilities” using the same definition as Title II.

Modifications in Policies, Practices, and Procedures

• A public accommodation must make reasonable modifications in its policies, practices, and procedures in order to accommodate individuals with disabilities.

• A modification is not required if it would "fundamentally alter" the goods, services, or operations of the public accommodation.

• Modifications in existing practices generally must be made to permit the use of guide dogs and other service animals.

Auxiliary Aids

• A public accommodation must provide auxiliary aids and services when they are necessary to ensure effective communication with individuals with hearing, vision, or speech impairments.

• The auxiliary aid requirement is flexible. For example, a Braille menu is not required, if waiters are instructed to read the menu to blind customers.

New Construction

• ALL newly constructed places of public accommodation and commercial facilities must be accessible to individuals with disabilities to the extent that it is not structurally impracticable.

• Full compliance will be considered "structurally impracticable" only in those rare circumstances when the unique characteristics of terrain prevent the incorporation of accessibility features (e.g., marshland that requires construction on stilts).

Alterations• Alterations after January 26, 1992, to existing

places of public accommodation and commercial facilities must be accessible to the maximum extent feasible.

• The architectural standards for accessibility in alterations are contained in the ADAAG.

• An alteration is a change that affects usability of a facility. For example, if during remodeling, renovation, or restoration, a doorway is being relocated, the new doorway must be wide enough to meet ADAAG requirements.

Alterations con’t.

• When alterations are made to a "primary function area", such as the lobby or work areas of a bank, an accessible path of travel to the altered area, and the bathrooms, telephones, and drinking fountains serving that area, must be made accessible to the extent that the added accessibility costs are not disproportionate to the overall cost of the original alteration.

• These added accessibility costs are disproportionate if they exceed 20 percent of the original alteration.

Existing Facilities: Removal of Barriers

• Physical barriers to entering and using existing facilities must be removed when "readily achievable.”

• Readily achievable means "easily accomplishable and able to be carried out without much difficulty or expense.”

• What is readily achievable will be determined on a case-by-case basis in light of the resources available.

• The regulation does not require the rearrangement of temporary or movable structures, such as furniture, equipment, and display racks to the extent that it would result in a significant loss of selling or serving space.

• Legitimate safety requirements may be considered in determining what is readily achievable so long as they are based on actual risks and are necessary for safe operation.

Examples of barrier removal measures include:

• Installing ramps

• Making curb cuts at sidewalks and entrances

• Rearranging tables, chairs, vending machines, display racks, and other furniture

• Widening doorways

• Installing grab bars in toilet stalls

• Adding raised letters or braille to elevator control buttons.

• First priority should be given to measures that will enable individuals with disabilities to "get in the front door," followed by measures to provide access to areas providing goods and services, followed by accessible restrooms, then by other accessible amenities such as telephones or drinking fountains.

• Barrier removal measures must comply, when readily achievable, with the alterations requirements of the ADAAG.

• If compliance with the Guidelines is not readily achievable, other safe, readily achievable measures must be taken, such as installation of a slightly narrower door than would be required by the Guidelines.

Existing Facilities: Alternatives to Barrier Removal

• The ADA requires the removal of physical barriers, such as steps, if it is "readily achievable."

• However, if removal is not readily achievable, alternative steps must be taken to make goods and services accessible.

Examples of Alternative Measures:

• Providing goods and services at the door, sidewalk, or curb.

• Providing home delivery.

• Retrieving merchandise from inaccessible shelves or racks.

• Relocating activities to accessible locations.

• Extra charges may not be imposed on individuals with disabilities to cover the costs of measures used as alternatives to barrier removal.

• For example, a restaurant may not charge a wheelchair user extra for home delivery when it is provided as the alternative to barrier removal.

Enforcement

• Private parties may bring lawsuits to obtain court orders to stop discrimination. No monetary damages will be available in such suits. A reasonable attorney's fee, however, may be awarded.

• Individuals may also file complaints with the Attorney General who is authorized to bring lawsuits in cases of general public importance or where a "pattern or practice" of discrimination is alleged

ADA Amendments Act

See www.adaproject.org/ADAUpdateSept2008.html

“This bill better defines who Congress intends to meet the definition of disabled. It clarifies that mitigating measures, such as medication, may not be taken into account. It provides guidance as to what is a major life activity. And, most critically, it lowers the threshold for how limiting a condition must be, and insists that courts interpret the ADA broadly. For all these reasons, this bill returns the focus of the ADA to where it was meant to be – on whether a person with a disability is being discriminated against. Senator Tom Harkin, D - Iowa

for further information, technical assistance, or training call:

Ray PettyKansas Coordinator

785-842-4317raypetty@aol.com

Or call our office in Columbia, MO at 800-949-4232

www.adaproject.org