DINF Web Posted on: December 20,1997
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Documents
Warnings and Disclaimers Regarding Documents and Links
ADA Documents
DISCLAIMER:Do not assume that, because these documents have been prepared by or reviewed by EEOC or DOJ, they are therefore complete or accurate statements either of the law or of EEOC's or DOJ's position with respect to the law. The courts may interpret the ADA differently than what these documents state; and furthermore the EEOC or DOJ, which merely reviewed these documents and have not endorsed or approved them, may subsequently adopt a different position than what these documents state. The information or materials provided are intended solely as informal guidance, and are neither a determination of your legal rights nor your responsibilities under the ADA. For legal advice concerning the ADA, seek an attorney.
These documents are being distributed "AS IS." No responsibility is assumed for any error, omission, or inaccuracy in these documents either as to representation of law or of fact. Moreover, it is possible that these documents may differ from their original because of alteration, of error in transmission, of failure in reproduction, or for other reasons.
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.Regulation: Title I: Final Rule This is the regulation the EEOC has issued interpreting Title I of the ADA. It pertains to employment questions.
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Regulation: Title II: Final Rule This is the regulation DOJ issued interpreting Title II of the ADA. It pertains to state and local governments but does not pertain to transportation issues.
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Regulation: ADAAG (The Americans with Disabilities Act Accessibility Guidelines) Issued by Architectural and Transportation Barriers Compliance Board, this pertains to the ADA's architectural features.
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Regulation: Title III: Final Rule This is the regulation DOJ issued interpreting Title III of the ADA. It pertains to public accommodations.
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Regulation: EEOC-Labor ADA 503 Coordinating RegulationsEEOC and Department of Labor regulation. Procedures for Complaints/Charges of Employment Discrimination Based on Disability Filed Against Employers Holding Government Contracts or Subcontracts
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Public Law 101-336: The Americans with Disabilities Act This is the statute itself.
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A Technical Assistance Manual on the Employment Provisions (Title I) of the Americans with Disabilities Act EEOC Publication. Does not carry force of law.
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Title II Technical Assistance Manual DOJ publication. Does not carry force of law.
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Title III Technical Assistance Manual DOJ publication. Does not carry force of law.
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EEOC Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities Does not carry force of law.
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The Family Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964. Does not carry force of law.
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Commonly Asked Questions About the Americans with Disabilities Act and Law Enforcement. Does not carry force of law.
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Commonly Asked Questions About Service Animals in Places of Business Does not carry force of law.
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Commonly Asked Questions About Telephone Emergency Services. Does not carry force of Law.
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Commonly Asked Questions About Title II of the Americans with Disabilities Act. Does not carry force of law.
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Definition of the Term "Disability." EEOC Guidance Manual document. Does not carry force of law.
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Enforcement Guidance on non-waivable employee rights EEOC Guidance Manual document. Does not carry force of law.
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Effect of Representations Made in Applications for Benefits on the Determination of Whether a Person Is a "Qualified Individual with a Disability" Under the Americans with Disabilities Act of 1990 (ADA). EEOC Guidance Manual document. Does not carry force of law.
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Enforcement Guidance on Equal Employment Opportunity Commission & Walters v. Metropolitan Educational Enterprises, Inc. How to determine whtether an employer has the minimum number of "employees" necessary for ADA juristiction. EEOC Guidance Document. Does not carry force of law.
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Interim Enforcement Guidance on the application of the Americans with Disabilities Act of 1990 to disability-based distinctions in employer provided health insurance EEOC Guidance Document. Does not carry force of law.
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Pre-Employment Disability-Related Questions and Medical Examinations Under the ADA.EEOC Guidance Document. Does not carry force of law.
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EEOC Enforcement Guidance: Workers' Compensation and the ADA EEOC Guidance Document. Does not carry force of law.
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A Guide to Disability Rights Laws DOJ Publication. Does not carry force of law.
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ADA Guide for Small Businesses DOJ Publication. Does not carry force of law.
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ADA Highlights DOJ Publication. Title II. Does not carry force of law.
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Title III Highlights DOJ Publication. Does not carry force of law.
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How to File a Title I ADA Administrative Complaint Does not carry force of law.
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How to File a Title II Complaint DOJ authored. Does not carry force of law.
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How to File a Title III Complaint DOJ authored. Does not carry force of law.
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Americans with Disabilities Act Statutory Deadlines DOJ Authored. Does not carry force of law.
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The Americans with Disabilities Act Requirements FACT SHEET DOJ Authored. Does not carry force of law.
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Questions and Answers: The Americans with Disabilities Act and Persons with HIV/AIDS.DOJ Authored. Does not carry force of law.
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Readily Achievable Barrier Removal Van Accessible Parking Spaces
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Facts About the Americans with Disabilities Act FAQ's. Does not carry force of law.
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Facts About Disability-Related Tax Provisions EEOC Authored. Does not carry force of law.
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Working Effectively with Persons who Have Cognitive Disabilities Prepared by Cornell University. Does not carry force of law.
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Working Effectively with Employees who have Sustained a Brain Injury Prepared by Cornell University. Does not carry force of law.
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Working Effectively with People who are Blind or Visually Impaired Prepared by Cornell University. Does not carry force of law.
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Employment Considerations for People who Have Diabetes Prepared by Cornell University. Does not carry force of law.
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Employing and Accommodating Workers with Psychiatric Disabilities Prepared by Cornell University. Does not carry force of law.
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Employing and Accommodating Individuals with Histories of Alcohol or Drug Abuse Prepared by Cornell University. Does not carry force of law.
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Working Effectively with People with Learning Disabilities Prepared by Cornell University. Does not carry force of law.
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Accommodating the Allergic Employee in the Workplace Prepared by Cornell University. Does not carry force of law.
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Working Effectively with Persons who are HIV-Positive Prepared by Cornell University. Does not carry force of law.
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Workplace Accommodations for Persons with Musculoskeletal Disorders Prepared by Cornell University. Does not carry force of law.
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Working Effectively with Persons who are Deaf or Hard of Hearing Prepared by Cornell University Does not carry force of law.
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The Americans with Disabilities Act of 1990 and Injured Workers Prepared by Cornell University. Does not carry force of law.
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Health Benefit Plans and the ADA Prepared by Cornell University. Does not carry the force of law.
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The ADA and Collective Bargaining Issues Prepared by Cornell University. Does not carry the force of law.
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The ADA and Personnel Training Prepared by Cornell University. Does not carry the force of law.
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Pre-Employment Testing and the ADA Prepared by Cornell University. Does not carry the force of law.
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A Human Resource Perspective on Implementing the ADA Prepared by Cornell University. Does not carry the force of law.
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Pre-Employment Screening Considerations and the ADA Prepared by Cornell University. Does not carry the force of law.
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Reasonable Accommodation Under the ADA Prepared by Cornell University. Does not carry the force of law.
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Cultural Diversity and the ADA Prepared by Cornell University. Does not carry the force of law.
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The ADA and Total Quality Management Prepared by Cornell University. Does not carry the force of law.
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Federal Research Projects for Computer Assistive TechnologyProvided courtesy of the National Technology Transfer Center (NTTC). Not reviewed by EEOC or DOJ.
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