Access Granted

Starting out as a city’s ADA Coordinator is exciting and daunting.

It is almost that time of year! As summer vacation getaways come to an end, a new school year is on the horizon.

The last 2 blog posts I had written were about when the ADA requires physical access to be improved under Titles II and III. But what about under Title I, Employment? I will outline the basics around Title I employment requirements today.

A new federal law came into effect on June 27, 2023, called the Pregnant Workers Fairness Act (PWFA).  Here are some important things to know:

At the ADA Center we receive a variety of calls inquiring about communication issues.

Meet Samantha, a new employee in the customer service department. Today she informed her supervisor of the need for a leave of absence for 30 days due to a disability-related medical condition.

A Title II entity has to design and alter facilities to be accessible if they are planning alterations anyway. This is the same concept from Title III.

Barriers to employment sometimes appear as logical requirements but may serve to exclude individuals who would otherwise be qualified for the job.

Last month, I was finally able to attend the in-person National ADA Symposium, in Kansas City, Missouri.

We've all been there, driving around in search of the perfect parking spot, only to be greeted by a sight that instantly dampens our spirits—a poorly parked car.