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Disability Resources Laws & Regulations The Americans with Disabilities Act of 1990 (ADA) is the disability-related law with which many Americans are most familiar. The ADA is better known than other disability-related laws because it applies to a far broader range of persons, organizations, and businesses than any laws that preceded or have followed it. Various titles of the ADA apply in different circumstances. Title I of the Americans with Disabilities Act (ADA) prohibits private sector employers who employ 15 or more individuals and employment agencies, labor organizations, and joint labor/management committees from discriminating against qualified individuals with disabilities in all aspects of employment. The Equal Employment Opportunity Commission (EEOC) has primary enforcement responsibility under ADA Title I, and the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has coordinating authority under this title. Title II of the ADA bars disability-based discrimination by, and imposes affirmative disability-related responsibilities on, public entities, including state and local governments. The Department of Labor's Civil Rights Center, a part of the Office of the Assistant Secretary for Administration and Management (OASAM), enforces Title II with regard to the programs, services, and regulatory activities of such entities relating to labor and the workforce. The Rehabilitation Act of 1973 prohibits discrimination in the following four areas:
Two Executive Orders, both of which are enforced by the Civil Rights Center, also prohibit discrimination against persons with disabilities:
The Workforce Investment Act (WIA) establishes a national workforce preparation and employment system to meet the needs of businesses, job seekers, and those who want to further their careers. Customers have easy access to information and services through the One-Stop Career Center System. The Department's Civil Rights Center enforces Section 188 of WIA, which bars disability-related discrimination by, and imposes affirmative disability-related responsibilities on, programs and activities that are offered as part of the One-Stop service delivery system. The Ticket to Work and Work Incentives Act aims to increase beneficiary choice in obtaining rehabilitation and vocational services; remove barriers that require people with disabilities to choose between health care coverage and work; and assure that more Americans with disabilities have the opportunity to participate in the workforce and lessen their dependence on public benefits. The Employment and Training Administration (ETA) will work to facilitate the involvement of the workforce system and participate in policy considerations which will emerge as the provisions of the law are implemented. Veterans with disabilities are protected by the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). It requires contractors or subcontractors who have a contract with the federal government for $25,000 or more to take affirmative action to employ, advance in employment, and otherwise treat covered veterans without discrimination. Individuals with disabilities also may be protected by their state anti-discrimination laws, some of which are more stringent than the federal laws. To learn more about rights under state laws, contact disability commissions, committees, or councils in your state. What To Do If You Think You
Have Been Discriminated Against Vietnam Era
Veterans' Readjustment Assistance Act (VEVRAA) Fact Sheet Section 503 Fact
Sheet State Liaisons Related Web Pages on This Topic
Equal Employment Opportunity Commission (EEOC)
Department of Justice Section
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