The Americans with Disabilities Act of 1990 and the Impact on Human Resource Management
Introduction
Discrimination is a sensitive topic. More so for me, because my family was once a victim. The Americans with Disabilities Act (ADA) and Section 504, made it possible for me and my son to receive needed medical assistance to attend school. ADA is a civil rights law that protects people against discrimination based on a disability. The Americans with Disabilities Act is legislation governed by the Equal Employment Opportunity Commission. This made it a federal law to discriminate against people with disabilities and to provide them the same equal opportunities as people without disabilities. The act is divided into five sections referred to as “Titles.” Title I Employment; Title II State and Local Governments; Title III Public Accommodations; Title IV Telecommunications; Title V Miscellaneous Provisions (What Is the Americans with Disabilities Act).
Human resources managers are responsible for recruiting, interviewing and hiring of new staff this made them the front-runners with implementing the non-discrimination against disabled employees. Human resource managers had to formulate a plan on creating standards that didn’t unnecessarily excluded people with disabilities. The concentration of this paper will be on Title I (employment) beginning with the background of the ADA. Equally, did the ADA significantly improve the opportunities for people with disabilities? Furthermore, because of several class action suits amendments had to be made to Americans with Disabilities Act on the determination of a “disability”. Finally, taking a look at the most common approach that human resource management professionals took implementing a plan for complying with the Americans with Disability Act of 1990.
History of Americans with Disabilities Act
The American Disability Act (ADA) began when people with disabilities began to challenge social barriers...