What are the differences between the ADA and the Rehabilitation Act?

What are the differences between the ADA and the Rehabilitation Act?

The ADA, or Americans with Disabilities Act, was enacted in 1990 and prohibits discrimination based on disability in various areas, including employment, public accommodations, and transportation. The Rehabilitation Act, on the other hand, was passed in 1973 and focuses primarily on federal funding and programs, ensuring that individuals with disabilities have equal access to these services.

Can you explain how each law impacts employment?

Certainly! The ADA requires employers to provide reasonable accommodations to employees with disabilities, ensuring they can perform their job duties. The Rehabilitation Act mandates similar protections for employees of federal agencies and those working for organizations receiving federal funding, promoting equal employment opportunities.

Are there any specific examples of reasonable accommodations?

Yes, examples of reasonable accommodations include modifying work schedules, providing assistive technology, or making physical changes to the workplace, like installing ramps or adjusting lighting.

What are the enforcement mechanisms for these laws?

The ADA is enforced by the Equal Employment Opportunity Commission (EEOC), while the Rehabilitation Act is enforced by various federal agencies, including the Office for Civil Rights. Individuals can file complaints if they believe their rights have been violated.