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.

A common question that I get at the ADA Center about physical access is something to the effect of “Do I need to make my business facility compliant with the ADA?” Sometimes a business owner will recognize on their own that they don’t have a fully

So, have you heard the one about the man who pulled up to the DRIVE-THROUGH ATM, put in his card, and then noticed Brailed numbers…?” (Imagine understanding nods and laughter from the audience.)

Have you ever found yourself wondering: