Disabled persons Discrimination

An Authorised Person is regarded as "visually impaired" in accordance with S.31F (9) of the Copyright, Designs and Patents Act 1988, or, as appropriate, as a "disabled person" in accordance with s.l of the Disability Discrimination Act 1995. 

In addition to sexual harassment and accommodation of religious beliefs, equal treatment for individuals with disabilities is a significant issue for the treatment of both employees and customers. The Americans with Disabilities Act provides equal opportunity for persons who are disabled in the workplace. This act prohibits discrimination in all aspects of employment from hiring to firing, similar to practices that are covered by equal opportunity employment laws. Persons are considered disabled if they have either a physical or mental impairment that significantly limits one or more major life activities or have a record of impairment. Also, discrimination against a person who has a relationship with a disabled person is prohibited. 

There are more than 8.5 million disabled people in the United Kingdom. The Disability Discrimination Act (DDA) makes it unlawful to discriminate against a disabled person in the areas of employment, access to goods and services, and buying or renting land or property. 

Why would anyone want to discriminate against a disabled person if they have the skills, qualifications and abilities to do the job The 2012 Paralympics have shown that many disabled people have extraordinary abilities, drive, motivation and determination. These extraordinary abilities can be of value to individual companies, industry and commerce. 

This Act makes it unlawful to discriminate against any disabled person in connection with emplo5ment, the provision of goods, facilities and services... 

It is also unlawful for an employer to discriminate against a disabled person whom he employs ... 

Dangerous Machines (Training of Young Persons) Order 1954 Disability Discrimination Act 1995 Disabled Persons (Employment) Act 1944... 

Title 1 of the ADA prohibits employers from discriminating against qualified individuals with disabilities. It requires covered employers to provide reasonable accommodation to the known mental or physical limitations of a qualified person with a disability, unless doing so would create an undue hardship on the employer. The meaning of the basic terms used to define Title I of the ADA are discussed below. 

Discrimination includes limiting, segregating, or classifying a job apphcant or employee in a way that adversely affects his or her opportunities or status based on the person s disability. The ADA specifically covers job apphcation procedures hiring, advancement, and discharge procedures compensation and benefit packages and job training. 

Genetic discrimination Profound social, ethical, and financial questions are raised by wide spread use of genetic testing and identification of persons at risk for diseases. Employers and insurance companies would like to have access to such information since it would be in their financial interest to know who is likely to become sick or disabled. 

Compensatory and punitive damages may be awarded in cases involving intentional discrimination based on a person s race, color, national origin, sex (including pregnancy), religion, disability, or genetic information. 

The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). 

The remedies, procedures, and rights set forth in section 505 of the Rehabilitation Act of 1973 (29 U.S.C. 794a) shall be the remedies, procedures, and rights this title provides to any person alleging discrimination on the basis of disability in violation of section 202. 

A) GENERAL RULE—Except as otherwise provided in this subsection with respect to individuals who use wheelchairs, it shall be considered discrimination for purposes of section 202 of this Act and section 504 of the Rehabilitation Act of 1973 (29 U.S.C. 794) for a person to purchase or lease any new rail passenger cars for use in intercity rail transportation, and for which a solicitation is made later than 30 days after the effective date of this section, unless all such rail cars are readily accessible to and usable by individuals with disabilities, including individuals who use wheelchairs, as prescribed by the Secretary of Transportation in regulations issued under section 244. 

Title 1 does not allow discrimination against individuals with disabilities in a workplace with 15 or more employees. Employers can t ask about disabilities or require a medical history survey or conduct a medical examination until after making an offer of employment. Title I also requires employers to provide reasonable accommodations to qualified individuals with disabilities and to provide the same employment opportunities as nondisabled persons. This law does not require anployers to hire unqualified disabled individuals. However, an anployer may not use an individual s disability to disqualify or deny him or her any employment activities. 

This law makes it Ulegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that... 

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