Developing and Enforcing ADA Policy


Disability law is an area of law which cuts across many other branches of law, including Employment Law, Elder Law, Consumer Law, Construction Lawand Civil Rights Law. Persons with disabilities are the protected class under the Civil Rights Law and thus, on July 26, 1990, the American government enacted Disabilities Act. This gave legal effect to the protection of people with disabilities. It is a comprehensive Civil Rights Law, which aims at prohibiting “discrimination on the basis of disability in employment, state and local government, public accommodations, commercial facilities, transportation and telecommunication” (ADA, 98).

Purpose of Americans with Disabilities Act (ADA) Policy

The main intent of this policy is to ensure that individuals with disabilities are provided with full and equal enjoyment of the programs, services and activities. The responsibility for the ongoing commitment and adherence to this policy lies with each company’s employee and ultimately, with the management of the company. The policy should be made available to and executed by each employee and should be placed in the personal file of each employee of this company.

Policy and Procedure

This company should fully rely on the requirements and policies set by the Americans with Disabilities Act in terms of hiring, firing, training, promotion, methods of payment, allowances and other packages and all other provisions of the Act. It is the duty of this company to ensure that every reasonable effort is made in order to provide every employee with an environment that will enable him\her to work independently without undue pressure and influence. This is so as to ensure that individuals with disabilities are given ample time to perform their duties at the rate they can manage. It is in the best interest of this company to ensure that every employee is provided with time and independence in the performance of their duties; this promotes the confidence and belief of an employee in doing the work allocated to him or her. The company should ensure that all the equipments and facilities that are necessary to provide access for persons with disabilities are continually maintained in their proper working conditions. This is done in order to allow individuals with disabilities to have easy access to areas which they may need in order to perform their duties. All their access routes may not be blocked, and entrances should remain accessible and unlocked during working hours.

Reader services, Braille and tape recorded services for printed material will be provided for those with visual impairments. The company should ensure that such facilities are easily available within the company for the proper working and communication within the company without discrimination of those with visual impairments. Similarly, in an effort to ensure proper communication in the company, proper interpretation services should be provided for public meetings and other company’s meetings. This should include sign language and other forms of interpretation services that shall cater for all persons and employees of the company.

In transmission of the messages to employees with all notices or communications regarding public programs, services, or activities, information can be requested regarding special needs of individuals. This is so as to enable understanding and appreciation of the messages that company passes around the company. Where it has been ascertained by the company that removal of any structural barrier may not be readily achievable, an alternative  method of providing equal access to programs, facilities or services will be provided to allow ease of access to such premises or areas of need within the company. The employees of the company are required and called upon by the company to assist whenever possible in reading the important company information to individuals with vision impairment and provide pad and pencil to individuals with hearing or speech impairment.

The company has put in place a quick responsive team that should receive and respond to all complaints, suggestions, inquiries and notices from employees and general public regarding the company’s policy and procedure on the Americans with Disabilities Act. The complaints and suggestions can be made through letters addressed to the Head of the Human Resource Department. In formulating these policies and procedures, the company has relied on the changes made by the Equal Employment Opportunities on the Employer’s information report (EEO-1). These changes provide for a new demographic analysis of the organization’s workforce. The job categories have been updated to help identify trends in mobility of minorities and women. The company also relied on the City of Aventura Administrative Policy Directives and Procedures manual. These policies cover most of the areas required by the law in as much as the Americans with Disabilities Act is concerned.

These policies and procedures are also appropriate for supervisors of the company. This is simply because as individuals charged with the responsibility of maintaining the employees’ morale, good public image and high performance standards of the company. It is in their best interest to read and understand the policy and procedures that are put in place in compliance with the law and the betterment of the company’s reputation in public. As supervisors, they have a duty to ensure that every employee is catered for regardless of his or her abilities. This information will help them to treat every employee with equality, respect, patience and understanding without discrimination or favor. As such, it will ensure that everyone is governed by the same policies, providing uniformity and creating equality with respect to all individuals of the company.

In conclusion, the policy and procedure will cover the whole organization and they are aimed to protect all persons with disabilities working as employees in the company or even seeking employment in the company.

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