Today - AMERICAN WITH DISABILITIES ACT (ADA) ANNIVERSARY

Today, in 1990, former President George Bush signed into effect the Americans with Disabilities Act, known as the ADA. Among other things, the ADA makes workplace discrimination illegal when it comes to a person with a disability or someone requesting a reasonable accommodation at work due to disability. Additionally, the ADA makes it illegal to discriminate based on disability when it comes to State and Local Government and Public Accomdiations such as hotels, etc. In 2008, the ADA was amended, this time by President George W. Bush, Junior, in response to the Supreme Court's narrow definition of what qualified as a disability. This amendment expanded what qualified as disability and made clear that disability should be defined broadly to the maximum extent under the law. There were several changes, but most significant to employment law, the way that an employee can qualify for disability protections or accommodations was expanded by redefining what a major life activity is, protections for employees regarded as or perceived to be disabled, including disabilities that did not occur daily but just an employee that suffered episodes of the disability or a disability in remission, not allowing to take into account the mitigation effects such as medicines, and several other key updates. Since that time, we have seen the court apply the ADA broadly to many employees suffering from varying disabilities, from physical to mental, PTSD, etc. There was a long road to these major changes, which started back in the 1970s with the 504 Sit-Ins and the Capitol Crawl. I found a great Timeline of the Americans with Disabilities Act as the ADA National Network Information: https://adata.org/ada-timeline Now, even the World Health Organization recognizes the International Day of Persons with Disabilities each December. As an employment attorney practicing in the state of Florida for over 10 years, I have seen how requests for reasonable accommodations at work due to a disability can go great or very wrong. It's wise to know your rights and the limits of those rights before you even attempt to engage in the interactive process when it comes to determining if a reasonable accommodation should be granted. Documents from a medical provider may be crucial, but many pitfalls lie when it comes to doctors notes. As Always, stay safe, and speak to Employment Attorney to Review your Situation at Work, do not base your situation on anything you read online. Best -Alberto Naranjo FloridaEmploymentLaw911.com #EEOC #FloridaEmploymentLaw #FloridaWrongfulTerminationAttorney #FloridaNon-CompeteAttorney #FloridaUnpaidWageAttorney #FLNELA #NationalEmploymentLawyerAssociation #FloridaPregnancyDiscrimination #FloridaFMLALawyer #FloridaDisabilityAttorney #FloridaEEOCLawyer P.S. New Logo Test, what do you all think?