G'day Everyone.
July 26, 1990 was a day remembered in the minds of thousands of Disabled Americans. It was a day that the Americans with Disabilities Act was signed into law by President George H.W. Bush. (Bush,Sr). It was a day that we all rejoiced to see that our disabled lives were made easier to work and live with our non-disabled friends and co-workers.
Link: http://www.cnn.com/2010/LIVING/07/26/ada.history/index.html?hpt=Sbin
and a related story: http://www.cnn.com/2010/LIVING/07/26/ada.talbot/index.html
For many of us, we have dreamed we'd have jobs, equal living arrangements, and ability to take transportation. In some ways, we have gained that.
But on the employment side, there are employers who DO NOT want to follow the ADA law very much. Many a time when they look at your resume or you come to the interview, they can discriminate you right at the start. So unless you can prove they violated the ADA law (I.E. prove that there's no disabled people among their staff), they pretty much win. So it takes a long and protracted court battle to get the point across.
So why are some employers laying off the disabled community from their jobs in this sad state of economics of today? Does it save them money? No. It does not.
President Obama has a lot of work to do to assist the disabled community in this time of economics. So are many of the Vocational Rehabilitation offices in many states trying to do their best as well.
What about the future of the ADA law? Ask me that question in 5 years when the ADA law is celebrated in it's 25th year on July 26, 2015.
Semper FI.
1 comment:
Employers even if they know the
ADA Laws or not, they layoff or
fired disability people because
they don't want to pay for
interpreting services for the
deaf and they don't want to pay
for extra equipments for the deaf
people. They simply want to save
their money for other things.
Discrimination? Of course but
companies don't care. They find
a way around the loop and simply
find a way to get rid of
disability people. Disability
people need to start collecting
evidences of discrimination and
evidence on why they would fire
or lay off the person. Any
amount of evidences can help
in court against the company. Even
save hard copies of email messages
so that you have evidence for the
court. Don't let the company
knows you are saving those email
in writing or printing through
printers. They think once they
fire you, they can destroy the
account but you have hard copy
evidence to protect you.
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