The Americans with Disabilities Act (ADA) became law in 1990, with most of its components becoming effective between 18 and 24 months after its implementation. As a result, most workplaces have by now incorporated changes into their business that bring them into compliance with the act. This research focuses on the significant aspects of the ADA with regard to employment, structural changes, and interactions with the public.
The ADA defines disability as a "physical or mental impairment that substantially limits an individual's major life activities" (Hunsicker 81). The definition is also applied to the history of an impairment or to the perception of having an impairment. Under the ADA, discernible disabilities, such as impaired sight and hearing, orthopedic muscular conditions (including cerebral palsy and muscular dystrophy) are considered disabilities. Conditions that are difficult to recognize, such as cosmetic disfigurements, emotional disturbances (including depression) and low intelligence, are also included in the Act and discrimination against individuals with these conditions is also prohibited. AIDS patients are also covered by the ADA, requiring that employers show no discrimination towards those with AIDS or the HIV virus so long as the individual is otherwise able to perform the "essential" aspects of the job.
The ADA is patterned after Section 504 of the Rehabilitation Act of 1973. This section prohibits discrimination against individuals with disabilities in a wide range of areas, including employment, social services and education and applies to agencies which receive federal funds. The ADA's definition of disability is identical to that of Section 504, with the exception that current illegal drug users, homosexuals, compulsive gamblers and people with sexual disorders are not covered by ADA. Under this definition, a person with a disability is someone who has a physical or mental impairment that substa...