PLUK News feed

The ADA Amendments Act of 2008

Jacquie Brennan

On September 25, 2008, the ADA Amendment Act (ADAAA) was signed into law and will become effective on January 1, 2009. The ADAAA was supported by more than 220 national organizations, including the U.S. Chamber of Commerce, the American Society of Employers, disability organizations, veterans' groups, church organizations, and the National Association of Manufacturers. The bill passed the House on a vote of 402 to 17, and unanimously passed the Senate.

To understand what the ADAAA means, though, it's important to understand why the ADA needed amending in the first place.

President Bush Signs ADA Bill; Bush's Father Joins President at Bill-Signing

Link: Bush Signs ADA
With his father looking on, President Bush on Thursday signed legislation expanding the protections afforded by the landmark Americans with Disabilities Act to those who can use medication or other devices to treat impairments.

Praise for Advocates and Policymakers for ADA Ameendments Act

ADA Watch and the National Coalition for Disability Rights Praises Advocates and Policymakers As President Bush Signs ADA Amendments Act into Law.

Senate Passes the ADA Amendments Act

Link: ADA Amendments Act
On September 11, the U.S. Senate passed the ADA Amendments Act of 2008 on a voice vote, restoring Congress' original intent to the Americans with Disabilities Act (ADA) of 1990.

Proposed Regulations Would Extend ADA's Reach

Link: ADA

A proposed Bush administration revision of the 1990 Americans With Disabilities Act would establish more strict mandates, such as requiring wheelchair lifts or ramps in school auditoriums, swimming pools and playgrounds. Disability advocates say the law does not go far enough, while business associations say the revisions could create financial strain at some of the more than seven million businesses and government agencies nationwide expected to be affected.

ADA Lawsuits May Carve Out New Protections for Caregivers

Link: Lawsuit

In two pending Americans With Disabilities Act lawsuits, employees of a privately insured company were fired as their loved ones battled cancer and racked up expensive medical bills. "This is outrageous behavior incompatible with the idea of health insurance as protection when you need it," says John Rother, AARP's director of public policy. "If employers are permitted to do this, then everyone with a serious illness is at risk."

Woman Faces Challenges of Unseen Disability and a Lack of Understanding

Link: Judy

Ramps and accessibility aids can be found all across Dubuque, making movement easier for physically disabled people. But the story told by the woman we'll call "Judy" shows that changing attitudes about disabilities, especially those that are unseen, is not as simple as installing a curb cut.

Dear Colleague Letter: Access by Students with Disabilities to Accelerated Programs

Link: Assistant Secretary

Dear Colleague:

I am writing to advise you of an issue involving students with disabilities seeking enrollment in challenging academic programs, such as Advanced Placement and International Baccalaureate classes or programs (accelerated programs). Specifically, it has been reported that some schools and school districts have refused to allow qualified students with disabilities to participate in such programs. Similarly, we are informed of schools and school districts that, as a condition of participation in such programs, have required qualified students with disabilities to give up the services that have been designed to meet their individual needs. These practices are inconsistent with Federal law, and the Office for Civil Rights (OCR) in the U.S. Department of Education will continue to act promptly to remedy such violations where they occur.

Questions & Answers About Persons with Intellectual Disabilities in the Workplace and the Americans with Disabilities Act

Link: EOCC

This guide is the third in a series of fact sheets addressing particular disabilities in the workplace.(1) It explains how the ADA might apply to job applicants and employees with intellectual disabilities.(2) In particular, this guide discusses:

* when a condition qualifies as a disability under the ADA;
* under what circumstances an employer may ask an applicant or employee or a third party (such as the family member of an applicant or employee) questions about an intellectual disability;
* what types of reasonable accommodations may be needed by applicants and employees with intellectual disabilities;
* how to address safety concerns and conduct issues in the workplace; and
* how an employer can prevent harassment of employees with intellectual disabilities.

Questions and Answers About Blindness and Vision Impairments in the Workplace and the Americans with Disabilities Act

Link: EOCC

The U.S. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA. This is part of a series of question-and-answer documents addressing particular disabilities in the workplace.(1) It explains how the ADA might apply to job applicants and employees with vision impairments. In particular, this document discusses:

* when a vision impairment is a disability under the ADA;
* under what circumstances an employer may ask an applicant or employee questions about a vision impairment;
* what types of reasonable accommodations employees with visual disabilities may need; and,
* how an employer can prevent harassment of employees with visual disabilities or any other disability.