American with Disabilities Act
American with Disabilities Act (1990), was brought forth to address discrimination against qualified individuals with disabilities. Persons also discriminated because they have individuals with disabilities are also covered with this Act. The disabled person is an individual who has a mental or physical impairment substantially limiting his major life activities, or ever had a record of such or regarded as having such (Goren, 2006 ). ADA prevents these discriminations in all practices of employment, among them the procedures of applying jobs, compensation, advancement, firing, hiring including others.
The Act has seen that these people have equal treatment in all spheres of life in the job market in that it has seen a decline of the rate of discrimination in the job world. Prior to the Act, the disabled were always regarded as incapable of performance regardless of their qualification in the job. It had made them feel unworthy and unloved by the community (Gold, 2010). Therefore, the Act has seen the employers realize that ‘disability is not inability. Bragdon v. Abbott, 524 U.S. 624 (1998) is a case where Randon Bragdon had refused to attend to Sidney Abbot's tooth since she was HIV positive.
The Act oversaw the case and made sure that she was attended to without extra charges. A situation such as this one would have been impossible if this act had not been there in the country. There are recorded cases such as that of the Toyota Company, Wright v. Universal Maritime Service Corporation, and Murphy v. United Parcel Service Inc. among others. All these have been made possible by ADA. The Act has seen much success in its daily operations and has made it possible for the disabled to receive fair treatment at all levels.
Gold, S. D. (2010). Americans with Disabilities Act. New York: Marshall Cavendish Bencmark Publishers.
Goren, W. D. ( 2006 ). Understanding the Americans with Disabilities Act. Chicago: ABA Publishing.