Public entities and private businesses have responsibilities under the ADA to furnish appropriate auxiliary aids and services where necessary to ensure effective communication with individuals with disabilities.Â Description of visually presented materials is considered an auxiliary aid or service.
ADA - General
Material in an accessible format, such as Braille, is an example of an auxiliary aid that can be provided on an as-needed basis.Â However, knowing your audience is key.
Promotional and registration materials for the seminar should include and explain how the public may request a particular auxiliary aid or service. This information should include contact information and a deadline for requesting individualized accommodations to ensure there is enough time to order or produce the Braille materials.
Both the hotel and the public entity or private business renting the hotel meeting space have responsibilities under the ADA to ensure that everyone regardless of disability has an equal opportunity to enjoy the services and facilities offered by your event.
If the hotel provides temporary stages or raised platforms, they must make these temporary elements accessible to people with disabilities unless doing so would result in an undue administrative or financial burden.
In order to be viewed as a disability under the ADA, an impairment must substantially limit one or more major life activities. An individual's major life activities of respiratory or neurological functioning may be substantially limited by allergies or sensitivity to a degree that he or she is a person with a disability.Â For example this may include an individual with severe nut allergies, the symptoms of which may include difficulty swallowing and breathing.
Our church is sponsoring a seminar that is open to non-church members, and attendees must purchase a ticket. An attendee is sensitive to perfumes, lotions, after shave, etc. and has asked that we request that all attendees not wear any chemicals or fragrances.
- For more information on this, go to the Making Work Happen website [makingworkhappen.com] and find the employerâ€™s a tutorial on veterans with disabilities in the workplace.
- Consider the workplace climate and culture.Â Is there a climate of trust and openness around disability and accommodation?Â What actually happens to people with disabilities when they come forward with an accommodation request?Â Is there a quick and effective response?Â Or is this the first road to termination?Â What happens to people with d
- Returning veterans with disabilities are not automatically covered under the ADA.Â Their disability must meet the ADAâ€™s definition of disability:Â A mental or physical impairment that substantially limits one or more major life activity.Â
- In most cases, however, disabilities such as PTSD, TBI or depression would be covered under the ADA.
- There are two EEOC documenst which can help clarify these issues.Â
- One of these is for employers-Veterans and the Americ
- Greater awareness. Clearly, we have an enhanced capability to diagnose and report vets with conditions such as PTSD and TBI.
- Earlier generations of vets may not have had these diagnoses.
- More dangerous combat conditions. The engagements in Iraq and Afghanistan were dangerous and stressful, often with little predictability of where attacks would come from and who the enemy was.
- Again, itâ€™s difficult to get an exact number because there are different definitions of disability.
- Itâ€™s hard to predict exactly, but itâ€™s estimated that over the next decade, there will be about 1.6 million veterans returning from active service.
- Since 2001, 2.5 million service members have been deployed in Iraq or Afghanistanâ€”Vets who served since Sept 2001 are called â€śGulf War Era IIâ€ť vets.
- Among Gulf War II vets, more than a third of these were deployed more than once and nearly 400,000 were deployed three or more times.