(NOTE: The corresponding Microsoft Word document shows a picture of the PowerPoint slide and includes blank lines to the right of each slide for the participants to take notes.) 

Slide 1: Module 2: Legal Implications of the Americans with Disabilities Act (ADA)

Slide 2: Module Goals: 1. To understand the history of the Americans with Disabilities Act (ADA) and related legislation. 2. To increase comprehension of the Americans with Disabilities Act and its employment provisions

Slide 3: Laws created in order to “level the playing field” - 1. Architectural Barriers Act of 1968. 2. Rehabilitation Act of 1973. 3. Individuals with Disabilities Education Act (IDEA) formerly Education for All Handicapped Children’s Act of 1975. 4. Fair Housing Act,  as amended in 1988. 5. The Americans with Disabilities Act of 1990

Slide 4: TRUE OR FALSE – QUESTION #1 - The Americans with Disabilities Act (ADA) mandates the hiring of individuals with disabilities. 

Slide 5: FALSE – ANSWER #1 - The ADA says you should hire the most qualified applicant.  It does not mandate that you hire individuals with disabilities; it just ensures equal access to the employment process.1 

Slide 6: TRUE OR FALSE – QUESTION #2 – Businesses with 15 or more employees are covered by Title I (the employment provision) of the ADA.  

Slide 7: TRUE – ANSWER #2 - Businesses with 15 or more employees are covered by Title I (the employment provision) of the ADA. 1

Slide 8: TRUE OR FALSE – QUESTION #3 - Sixty-five percent (65%) of working age individuals with disabilities are unemployed. 

Slide 9: TRUE – ANSWER #3 – Among working-age individuals with disabilities, only 35% work full or part-time (2004 National Organization on Disability / Harris Survey). 2

Slide 10: TRUE OR FALSE – QUESTION #4 - There is a toll-free number that I can call to discuss the ADA and get confidential technical assistance to help my business. 

Slide 11: TRUE – ANSWER #4 - The ADA & IT Information Centers (also known as the DBTACs) have a toll-free number and provide free technical assistance!  800-949-4232 Voice / TTY

Slide 12: TRUE OR FALSE – QUESTION #5 - Governments must make all of their facilities fully ADA accessible.

Slide 13: FALSE – ANSWER #5 - Governments need to provide full program access. Their programs and services must be accessible when examined as a whole. This does not mean that each building must be fully accessible.1  

Slide 14: TRUE OR FALSE – QUESTION #6 - Two out of three unemployed people with disabilities would prefer to be working.  

Slide 15: TRUE – ANSWER #6 - Two out of three unemployed people with disabilities would prefer to be working (2000 National Organization on Disability / Harris Survey). 3  

Slide 16: TRUE OR FALSE – QUESTION #7 - Employees with disabilities are unable to meet performance standards.

Slide 17: FALSE – ANSWER #7 - According to a 1990 DuPont survey, 90% of employees with disabilities rated average or better in job performance compared to 95% for employees without disabilities.  A similar 1981 DuPont study found that 92% of employees with disabilities rated average or better in job performance compared to 90% of employees without disabilities. 4

Slide 18: TRUE OR FALSE – QUESTION #8 - Employees with disabilities are more likely to have accidents on the job than employees without disabilities. 

Slide 19: FALSE – ANSWER #8 – In the 1990 DuPont study, the safety records of employees with and without disabilities were identical. 4

Slide 20: TRUE OR FALSE – QUESTION #9 - Companies report that employees with disabilities have better retention rates, reducing the high cost of turnover. 

Slide 21: TRUE – ANSWER #9 - Companies report that employees with disabilities have better retention rates, reducing the high cost of turnover (Unger, 2002). 5

Slide 22: TRUE OR FALSE – QUESTION #10 - There is a forty percent (40%) chance of acquiring a disability if you live to the age of 80. 

Slide 23: FALSE – ANSWER #10– There is a 73.6% chance of acquiring a disability if you live to age 80 (U.S. Census Bureau). 6

Slide 24: The Americans with Disabilities Act (ADA): Title I: Employment. Title II: Public Services. Title III: Public Accommodations. Title IV: Telecommunications. Title V: Miscellaneous.

Slide 25: Understanding RELAY: This PowerPoint slide is a graphic which illustrates a typical relay conversation. One picture shows a woman using a TTY. There is an arrow pointing towards a male communication assistant who has both a TTY and a voice telephone. Another arrow points to a woman who is speaking into a telephone. 

Slide 26: Definition of Disability: An individual with a disability is one who: * has, * has a record of, or, * is regarded as having a physical or mental impairment that substantially limits a major life activity. 

Slide 27: Definition of Disability Continued - An individual with a disability is one who has a physical or mental impairment that substantially limits a major life activity. 

Slide 28: Major Life Activities: These are basic activities that the average person in the general population can perform with little or no difficulty: Caring for Oneself, Performing Manual Tasks, Walking, Seeing, Hearing, Speaking, Breathing, Concentrating, Learning, Working, Sitting, Standing, Lifting.

Slide 29: Qualified Individual with a Disability: A qualified individual with a disability means one who satisfies the requisite skill, experience, education, and other job-related requirements of the position such individual holds or desires, and who: with or without reasonable accommodation can perform the essential functions of such a position

Slide 30: A Reasonable Accommodation is: Any change in the work environment or way things are done that enables a person with a disability to enjoy equal employment opportunity. Must be provided to qualified individuals unless it poses an undue hardship

Slide 31: Reasonable Accommodation Means: 1. Modification to the job application process. 2. Modification to the work environment or the manner under which the position held is customarily performed. 3. Modification that enables an employee with a disability to enjoy equal benefits and privileges of employment

Slide 32: Reasonable Accommodations are dependent upon: 1. The specific requirements of the job. 2. The particular needs of the employee or applicant. 3. The extent to which modifications or aids are available without causing undue hardship
	
Slide 33: Reasonable Accommodations can include: Flexible work schedules, Providing qualified readers or interpreters, Adjustment or modifications of examinations, training materials, or policies, Rearranging workspace to accommodate necessary equipment, and Reassignment to vacant positions.

Slide 34: Average Cost of Job Accommodations: * 20% of all accommodations suggested had no cost. * 51% cost between $1 and $500. * 11% cost between $501 and $1,000. * 3% cost between $1,001 and $1,500. * 3% cost between $1,501 and $2,000. * 8% cost between $2,001 and $5,000. * 4% cost more than $5,000. (Source: Job Accommodation Network) 7

Slide 35: Determining Reasonable Accommodation: 1. Review the particular job and determine its purpose and the essential functions. 2. Consult with the individual with a disability to determine his or her need for accommodation. 3. Identify potential accommodations in consultation with the individual. 4. Should alternatives be discovered in the accommodation process, consider the preference of the individual and select the method that best serves both the individual and the employer

Slide 36: Disability Related Inquires: An Interviewer May Ask Questions About: 1. An applicant’s ability to perform job-related duties (e.g. Please look at the attached job description. Can you perform these tasks with or without an accommodation?) 2. An applicant's previous job experience (e.g.  What were your responsibilities at your previous place of employment?) 3. Skills required to perform the job (e.g.  Tell me about your skills and how they will allow you to perform this job.) 4. Educational background (e.g.  Where did you attend school? What did you study?)

Slide 37: Disability Related Inquiries: Interviewer May Not Ask About: 1. The nature or extent of the applicant’s disability. 2. If the applicant or anyone in his/her family has a disability. 3. The applicant’s health. 4. If the applicant has a history of emotional illness. 5. If the applicant has ever had an injury or disease. 6. If the applicant has ever seen a psychiatrist. 7. If the applicant has ever had a drug or drinking problem

Slide 38: Disclosure: Under the ADA, an employer must provide reasonable accommodations to the known physical and mental limitations of a qualified applicant or employee with a disability.

Slide 39: Disclosure: Reasonable Documentation: 1. Documentation from an appropriate professional concerning the individual’s disability and functional limitations. 2. To verify the existence of a disability and the need for an accommodation

Slide 40: Disclosure: Confidentiality: 1. An employer must keep all information concerning the medical condition or history of its applicants or employees confidential and separate from personnel files. 2. This includes medical information that an individual voluntarily tells his/her employer

Slide 41: Title I Enforcement. 1. File a complaint (EEOC, State FEPA). 2. File a lawsuit. 3. Alternative Dispute Resolution