Nicole Matoushek PT MPH CSHE CEES
Posts: 727
Joined: January 15, 2005
From: St. Petersburg, FL
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The Americans with Disability Act and Job Accomodations
Working with patients with permanent physical impairments and disabilities is part of clinical practice. As a treating therapist or ergonomics consultant it is very important to be versed in the rights of individuals with physical impairments and disabilities. In some cases injury or illness cause lifestyle and employment changes ranging from minor adaptations to significant life style or career changes. In order to provide the patient or client with the best information on the available adaptations and necessary actions, knowledge of the Americans with Disabilities Act and patient’s rights is essential.
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) was established on July 26, 1990. The Act reinforces criteria previously established by the Equal Employment Opportunity Commission (EEOC). The ADA is written law and has been declared as the emancipation proclamation for people with disabilities. The ADA gives civil rights protection to individuals with disabilities. These civil rights are similar to those rights regarding race, sex, national origin, and religion. The ADA guarantees accommodation, employment, transportation, state and local government services and telecommunications. The ADA prohibits discrimination against qualified individuals with disabilities. The ADA is divided into four categories, called titles. These titles are based on functional accommodations.
TITLES OF AMERICANS WITH DISABILITIES ACT
Title I:Employment
Title II : Public service and transportation
Title III: Public accommodations
Title IV: Telecommunications
Title I: Employment is applicable to employers of 15 or more persons. For the purpose of this article, Title I: Employment is the only title that will be discussed.
Intent
The intent of the ADA is simple and clear, to ensure that qualified individuals with a disability are given an equal and fair chance for employment as a qualified person without a disability. The ADA states that the disabled applicant must first be qualified for the job position in question, as the individual without a disability must also first be qualified for the position. The ADA does not give individuals with a disability, who are not qualified for a job position special preferences and privileges.
I posted some recommended accomodations and proposed roles of parties involved on my blog. Is very important information in healthcare and disability management.
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Nicole Matoushek, PT, MPH, CSHE, CEES
http://www.ErgoRehabinc.com
http://www.ErgoRehabBlog.com
http://www.ComputerAccessoriesOnlineStore.com
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