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The Americans With Disabilities Act Of 2003 (ADA)

893 Words4 Pages

In the United States, there are many federal labor or employment laws that are set in place to protect not only employees but employers as well. Some of the most important federal labor and employment laws are, The Americans with Disabilities Act of 1990 (ADA) and Americans with Disabilities Amendments Act of 2008 (ADAA), The Fair Labor Standards Act (FLSA), The Family and Medical Leave Act (FMLA), and The Occupational Safety and Health Act (OSHA). All of these laws do achieve its intended purposes.
First off, we have The Americans with Disabilities Act of 1990 (ADA) and Americans with Disabilities Amendments Act of 2008 (ADAA) which makes it unlawful to discriminate in employment against a qualified individual with a disability. Next, The Fair Labor Standards Act (FLSA), which is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibited most …show more content…

The name of the law basically sums up what the law is for. The law is for when an employee have a medical or family emergency where he or she will need to leave work of a lengthy amount of time. According to Wikipedia, “The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected and unpaid leave for qualified medical and family reasons. ... The FMLA was intended "to balance the demands of the workplace with the needs of families"(Wikipedia). This is a very important law, especially today because more and more women are giving birth and people need medical procedures all the time, which brings me to why this law was created in the first

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The number of weeks that an individual could take off for emergency fluctuated between 18 weeks in 2 years (original bill) and the finally agreed upon 12 weeks of unpaid leave in a 12 month period to care for either a new baby or an ill family member through multiple compromises with different week allowances. The number of workers that qualified a business for being included in this act changed from 5 to 15 to 20, 30, and then was settled at 50 employees. This Act would apply to businesses with 50+ employees within a 75 mile radius. This change in the number of employees that would bind the company to comply with the FMLA ultimately freed up small businesses. Lobbyists from the SBA then had nothing to argue for in regards to this bill, and moderate Republicans were then comfortable voting for the bill.

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PATS uses different classifications to keep check on the type of permit to be issued. e.g. Faculty, Commuter (General), Residential, Reserved, Not Registered, Admin etc. General permit holders can park in reserve after 5pm (excluding handicap, admin, Gannett Hall loading dock etc.) The handicap parking pass is part of a federal civil rights law - ADA.

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As I mentioned earlier not everyone is aware of what The Family and Medical Leave Act is, what the law is for, and how it can be or should be used when they should if the company where they work employs more than 50 people. By law employers are supposed to inform all employees about FMLA. In the case of Jeffrey Angstadt verses Staples Contract and Commercial, Inc. Angstadt was wrongfully fired because he did not know about the FMLA and could not balance his work responsibilities and taking care of his ill wife.

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It determines if woman can either just get an abortion for irresponsible or if they aren't finiacally and physically ready to have a child. They don't have to go through all these different physicians and get approved by all to get an abortion. It's a law that lets women have their rights to privacy. Even if that means terminating a baby.

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800 Words | 4 Pages

The law was made because Oregon took special interest in protecting women's health, they stated that woman have a child-bearing physiology and social role that made them strongly

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427 Words | 2 Pages

The Family Medical Leave Act (FMLA) was signed into law on August 5, 1993. It applies to all public agencies as well as private employers that have 50 or more employees within a 75 mile distance. This calculation is based off of the current year or it can be based off of the previous year. This policy was created to provide

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1381 Words | 6 Pages

The people with disabilities that would want to apply for a specific job would have to show that in the job their disability would ultimately slow down or cause an extreme downfall in the business in order to not be considered at least to obtain the job. However, afterwards every employee with or without disabilities will have to go through an entrance exam once they have already been moved to the maybe pile. The act will disapprove of the employer to ask questions on the disability unless and only unless their disability might pose as a future downfall in the business. For the sum of the hiring process this will not interfere if the company

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956 Words | 4 Pages

It states that there won’t be any non-qualified person that should never be discriminated against in the process of job application, hiring, advancement, firing, job knowledge training, equivalent compensation, by any state, federal, government, private, and all labor unions, who felt that they shouldn’t or should be considered unequal or beneath because of their disabilities. This specific applies to human resource employees and have to abide by and prevent any obstacles from preventing qualified disable people from equal employment rights compared to those without disabilities. The Department of Homeland security demands that all employees to protect from external and internal security risk factors that may or can put the company into danger situations. Because of the higher than normal levels of workplace violence and hostile environments, security vulnerability has increased in some organizations that wasn’t abiding by policies and was unprotected.

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The disability discrimination act 2005 state that it is unlawful to discriminate against any individual that has a disability in areas such as employment, facilities and services and

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Coll. of Obstetricians in 1986 is relevant to this investigation as it focuses on states’ and doctors’ infringement on women’s reproductive rights, especially concerning women’s privacy, causing the Court’s involvement,

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Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act state that it is illegal to discriminate in any aspect of the hiring process or in employment (pg.50). Therefore, law

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The Right to Abortion On January 22, 1973, in a 7-2 ruling, the U.S. Supreme Court handed down it’s landmark decision in the case of Roe v. Wade, which recognized that the constitutional right to privacy extends to a woman’s right to make her own personal medical decisions — including the decision to have an abortion without interference from politicians (Planned Parenthood). There are many moments in history when Roe v. Wade has been so close to being overturned, yet it is still in place. Abortion should stay legal, or not overturned, for the health of women everywhere. First, this important case took place at the time of abortion being illegal in most states, including Texas, where Roe v. Wade began.

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According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places.

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941 Words | 4 Pages

The Individuals with Disabilities Education Act (IDEA) is a federal law enacted in 1990 and reauthorized in 1997 and 2004. It is designed to protect the rights of students with disabilities by ensuring that everyone receives a free appropriate public education (FAPE), regardless of ability. Furthermore, IDEA strives not only to grant equal access to students with disabilities, but also to provide additional special education services and procedural safeguards. Special education services are individualized to meet the unique needs of students with disabilities and are provided in the least restrictive environment. Special education may include individual or small group instruction, curriculum or teaching modifications, assistive technology,

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1032 Words | 5 Pages

This law should be made from the federal government. When it comes to unwanted pregnancies, nothing changes from states to state which means that each state doesn’t need their own law. Having the law be a national law could help reduce the attacks on Planned Parenthood facilities and other hatred within small communities. The federal government should have more power than the states because if they don’t then the states can get out of control.

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