Video 4

Question 1

ADA 1990

Answer 1

(Americans with Disabilities Act)

• 50+ employees.
• Title I: all employees on payroll cannot discriminate against a physically/mentally disabled person in recruitment, hiring, promotions, training, pay, etc.
• Qualified individuals w/ disabilities are to be treated like other job applicants.

Question 2

Triggers of the ADA

Answer 2

1. Person has physical/mental dis. that limits 1+ major life activities.
2. Have record of being substantially limited.
3. Regarded as you or someone in your social circle as having a disability.

Question 3

ADAAA (2008)

Answer 3

• Sets standards for ADA.
• Vision impairment does not count as a disability - glasses & contact lenses do not fall under ADAAA.
• Drug addiction no applicable to ADA but those who have come out of rehabilitation are.

Question 4

Rehabilitation Act (1973)

Answer 4

• Extended protection to those with physical or mental handicaps.

Question 5

DDA (1978)

Answer 5

Developmental Disabilities Act

• Assures those w/ disabilities and their families participate in the design of and have access to support and assistance that promote self-determination.

Question 5

Triggers of the ADA

Answer 5

1. Person has physical/mental dis. that limits 1+ major life activities.
2. Have record of being substantially limited.
3. Regarded as you or someone in your social circle as having a disability.

Question 6

EEOA (1972)

Answer 6

= Employment Opportunity Act

• Amended Title VII - refined the terms.
• Required a new employment poster in workplaces that says that = employment is the law.

Question 6

EEOC (private sector)

Answer 6

• Prohibits employers from inviting applicants to identify disability status prior to receiving a J.O.

Question 6

EEOC Discrimination Case Timeline

Answer 6

• Title I: accepts claim of discrim. based on disability.
• One claimed - it becomes a prima-facie case (true on the surface).
• Once a complaint filed, employers ceased to talk w/ EEOC or employee about issue.
• EEOC notifies employer of the complaint and asks for response.
• Employee receives a “right to sue” letter / or asks for case to close.
• If case is considered big enough, EEOC can sue on behalf of victim, or employee can sue independently.

Question 8

GINA (2008)

Answer 8

Genetic Information Non-Discriminatory Act

• Prohibits employers from using genetic info to make employment decisions.
• Brought about bc insurance companies would use genetic info. to find out who is more likely to have expensive diseases in the future.

Question 9

Guidelines on Discrimination b/c of Sex (1980)

Answer 9

• Guidelines on what constituted as harassment (back in early days when women were harassed).

Question 10

Pregnancy Discrimination Act (1978)

Answer 10

• Amended Title VII and included pregnancy as protected in the definition of sex.
• Also considered a temp. disability & requires accommodation (if necessary).

Question 11

UGESP (1978)

Answer 11

Uniform Guidelines on Employee Selection Procedures

• Covers 15+ employees on payroll.
• General guidelines on how to prevent discrimination in the workplace.
• 2 types of discrimination:
• Adverse/Disparate Treatment & Impact.

Question 12

Adverse/Disparate Treatment & Impact.

Answer 12

• Adverse/disparate treatment: bad treatment, being singled out or harassed.
• Adverse/disparate impact: an unintentional elimination of a protected group.