ADA Accessibility Compliance Audit

Before the ADA was passed, many people suffered discrimination based on their physical

or mental state in different varieties in their lifetime. People often have all the qualifications

needed for a job but would immediately get denied due to their disability. There was a time when

people were not welcomed in businesses if they noticed you had a disability. Since most

companies denied their job offer, many disabled people could not support themselves with their

living expenses. Now, because of the implementation of this act, if you are qualified to perform a

job, the act protects you from job discrimination. Now people with disabilities are granted

healthcare from their employers and receive great qualified care like all citizens. In other words,

they can’t deny you the job just because you may be a more costly employee due to your health

conditions. This act also offers protection to individuals with a history of disability or cases

where the employer thinks that one has a disability. It cannot be assumed that you do, or they

cannot investigate your medical records to see if you have an illness. However, one has to meet

the job qualification as stipulated by the employer before being protected by this act. Also, an

individual must be willing to perform the required tasks with minimal accommodations

(Lombard, 2015).

The ADA helps to prohibit discrimination against individuals with disabilities in areas

such as workplaces and the transportation sector. It became a law in 1990. The first ADA rule

that applies to this assignment is Title I, which focuses on equal employment opportunity for

people with disabilities. The purpose of this title is to make sure that individuals with disabilities

are helped in accessing the same employment opportunities and benefits that are accessible by

other people. That means that employers have the responsibility of providing reasonable

accommodations to qualified employees. Such accommodation will make it possible for