The Disability Discrimination Act

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. 

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. 

Similarly, The Disability Discrimination Act 1995 requires that no one is discriminated against because of their disability. It has been supplemented by the Disability Discrimination (Employment) Regulations 1996 and the Code of Good Practice on the Employment of Disabled People. Where disabled people are employed care must be taken to ensure that, because of their disability, their health and safety is not put at risk and that suitable arrangements are made for their escape in an emergency. 

Mobility audits are carried out to check that people with disabilities are not disadvantaged in any way by a scheme design. The audits consider the provision for visually and hearing-impaired pedestrians, wheelchair users and mobility-impaired people. The publication Inclusive Mobility is a useful point of reference for anyone carrying out these audits. The latest requirements of the Disability Discrimination Act 2005 could lead to these audits becoming more... 

The final stage of the goods and services provisions in Part III of the Disability Discrimination Act came into force on 1 October 2004. The new duties apply to service providers where physical features make access to their services impossible or unreasonable for people with a disability. The Act requires equal opportunities for employment and access to workplaces to be extended to all people with disabilities. 

The Disability Discrimination Act 1995 (DDA 1995) The Disability Discrimination Act (DDA) 1995 aims to end the discrimination that many disabled people face. This Act gives disabled people rights in the areas of ... 

There is no specific legislation that requires special arrangements for disabled people in the event of fire. However, the Disability Discrimination Act 1995 (DDA)... 

The Disability Discrimination Act 1995 requires employers to make reasonable adjustments to their premises to ensure that no employee is at a disadvantage. This includes ensuring that disabled people can leave the premises safely in the event of fire. 

Similarly, The Disability Discrimination Act 1995 requires that no one is discriminated against because of their disability. 

Safety professionals should be aware that the basic requirement of the Pregnancy Discrimination Act is to treat a pregnant anployee the same as you would treat any other employee with a temporary disability, ascertaining and accommodating their ability or inability to perform the job. 

In April 2005 a new Disability Discrimination Act was passed, which amends or extends existing provisions in the DDA 1995, including ... 

The Workplace (Health Safety and Welfare) Regulations, Disability Discrimination Act and Discrimination (Employment) Regulations all require arrangements to be established to ensure all persons can safely gain access and use facilities and do not differentiate these requirements from those required in the event of an emergency. 

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. 

Write job-related and nondiscriminatory questions Avoid any questions that are not directly related to the essential functions of the position or that may be construed as discriminatory In general, it is inappropriate to ask questions about an individual s race, color, religion, sex, or national or ethnic origin (Title VII of the Civil Rights Act of 1964), their age (Age Discrimination in Employment Act of 1967), or disability status (Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990), as well as their marital status, sexual orientation, or parenting responsibilities. 

Since the adoption of the FLSA in 1938, there have been few modifications to the original act and regulations. Other pieces of federal legislation have been passed to safeguard against discrimination in employment and pay practices, such as the Equal Pay Act of 1963 (amended in 1972), the Civil Rights Acts of 1964 and 1991, and the Americans with Disabilities Act. 

Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendment Act (ADAAA) The ADA and ADAAA provide protection against discrimination based upon disability. This law often impacts the safety and health function in the areas of accommodation and within the defense categories. 

Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability. 

Except as to claims that cannot be released under applicable law, you waive and release any and all claims you have or might have against the Company. These claims include, but are not limited to claims for discrimination arising under federal, state, and local statutory or common law, including Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Genetic Information and Discrimination Act, and [state law]. 

Spees filed suit against JMI in April 2008, alleging unlawful discrimination under Title VII of the Civil Rights Act of 1964 (Title VII), 42 U.S.C. 2000e et seq., under the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq., and under the Kentucky Civil Rights Act (KCRA), Ky.Rev.Stat. Ann. 344.010 et seq. Her claims included (1) pregnancy discrimination on the basis of her transfer to the tool-room position, (2)... 

---