American Disabilities Act

Abstract

Public policies have been a typology that distinguishes negative or punitive approach, the “laissez faire”, the piecemeal approach, the maximalist approach based on a definition of disability focuses on impairment individual, and finally approach a social definition - or rights-based approach - that recognizes the responsibility of society as a disability. The 1964 Law on Civil Rights (Civil Rights Act) prohibits discrimination on the basis of race and nationality in public places. The strong opposition that has met its adoption, mainly from many Southern Democrats, has weakened the final version, which applies only to public places such as hotels and restaurants and limit enforcement actions to injunctions. This paper demonstrates the competence in using theoretical perspectives to evaluate the efficacy of social welfare policies to improve a social welfare problem. Based on your evaluation, this paper will identify ways to address the issues found with the policies.

Table of Content

ABSTRACTII

INTRODUCTION1

Title I of ADA: Employment1

Title II of the ADA: municipal and state government2

Title III of the ADA: public places2

ADA Title IV: Telecommunications3

Title V of the ADA: Miscellaneous3

DISCUSSION4

Theoretical Approaches and Developments4

Historical Developments5

Gerontology6

Developmental Psychology7

Psychosexual Stages8

Psychosocial Stages8

Piaget's Cognitive Stages9

Seasons of Life10

Sociology11

The Sick Role11

Bio-psychosocial Model12

Disability Studies13

Analysis of the ADA in the context of the United States14

Factors behind the passage of the ADA14

Consequences of the law for different categories of disabled persons15

Law enforcement16

Changes in the lives of people with disabilities and consequences of these changes on the scope of the law17

The future depends largely on the political color of governments17

CONCLUDING REMARKS18

REFERENCES20

APPENDIX22

American Disabilities Act

Introduction

The Americans with Disabilities Act prohibits discrimination on grounds of disability. The purpose of the law is that people with disabilities must have equal access to all areas of society. ADA protects individuals with physical or mental impairment that considerably limits them to one or more major life activities leading with a history or a history of being a person with disabilities, or a person who is perceived by others as having disabilities. Recently last year amendments were made in the law in order to broaden the definition of person with disabilities, and clarify the purpose of it.

This legislation consists of the following five (5) titles:

Title I of ADA: Employment

Title I requires that every employer with more than 15 employees provide equal opportunities to qualified individuals with disabilities. It prohibits discrimination in the application, interview, selection, dismissal, compensation, training, employment conditions, social activities and other privileges of employment.

It also guarantees to provide reasonable accommodations to qualified individuals with disabilities. It is important that the employee can perform essential job functions with or without accommodation in order to be considered qualified disabled person. Those with disabilities understand their rights have been violated in the workplace should file a complaint with the Equal Employment Opportunity Commission (EEOC for its acronym in English) within a period of 180 days from the date of discrimination, or 300 days if the charge is filed with an agency of fair employment practices, local or state designated. People can sue in federal court only after receiving a ...