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Specifically, the ADA recognizes disability that results from physical or psychological disabilities that have detrimental effects on any part of life that is considered a "major life activity." Generally, those activities are those that are, ordinarily, "basic components" of a person's life. Typical examples of "basic components" of a "major life activity" would be seeing, hearing, walking, communicating, and learning.
Title I also prohibits any form of discrimination in hiring and promotions against the disabled. American with Disabilities Act Title II requires all state and local governments and municipalities to make "reasonable accommodations" to enable the disabled fair access to their buildings and facilities, and to the equipment of their public transportation systems. American with Disabilities Act Title III establishes similar obligations on private businesses and on most other commercial facilities that are generally open to the public. In pre-employment functions, that means including statements of ADA compliance and statements of equal opportunity commitment in recruitment materials. In hiring, that means training hiring managers to recognize and respond appropriately to employment candidates who may require accommodations in testing and in vocational performance if hired. In personnel management, ADA compliance requires that supervisors and managers, and human resource personnel understand their respective obligations to provide reasonable accommodations in connection with the equipment and software that is available to make information systems accommodating to the needs of qualified employees who suffer from challenges posed by their disabilities. Typical examples of accommodations might consist of visual or hearing aids, office equipment, and related materials necessary for disabled employment applicants and employees to overcome their disabilities at work.
Relevance to the Modern Workplace and Health Information Management
In the modern workplace, ADA Title I requires businesses that employ more than 15 employees to make "reasonable accommodations" deemed necessary to help disabled people overcome the challenges of their disabilities in the context of their vocational responsibilities. In that context, "reasonable" is defined as accommodations that do not impose an unreasonable burden (i.e. financial costs or administrative issues) on the entity subject to ADA compliance.
Sources Consulted
Edwards, G.C., Wallenberg, M.P., and Lineberry, R.B. (2009). Government in America: People, Politics, and Policy. New York: Longman.
Goldfield, D., Abbot, C., Argersinger, J., and Argersinger, P. (2005). Twentieth-Century
America: A Social and Political History. New Jersey: Pearson.
Sources Consulted
Edwards, G.C., Wallenberg, M.P., and Lineberry, R.B. (2009). Government in America: People, Politics, and Policy. New York: Longman.
Goldfield, D., Abbot, C., Argersinger, J., and Argersinger, P. (2005). Twentieth-Century
America: A Social and Political History. New Jersey: Pearson.
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