| In the United States, laws that introduce safety nets | | | | In particular, in the state of California, the Fair |
| against discrimination of persons, particularly workers, | | | | Employment and Housing Act (FEHA) are protecting |
| with disability are imposed. | | | | workers with disabilities. While the FEHA's provisions |
| - US Rehabilitation Act of 1973 - this law requires all of | | | | are mainly similar with that of the ADA, the FEHA has |
| the organizations receiving government funding to | | | | stipulations that are more protective on a number of |
| promote programs and services geared towards | | | | significant points that benefit employees. |
| accessibility for disabled citizens. | | | | - FEHA - while the ADA defines an individual with |
| - US Social Security Administration - provides the | | | | disability if he or she is considerably limited in a certain |
| definition of disability in terms of an individual's | | | | main life activity, the FEHA considers a worker |
| incapacity to work or carry out "substantial gainful | | | | disabled if he or she is limited in performing a very |
| activity" or SGA. SGA means that the person who is | | | | important life activity. FEHA's measure of limitation is |
| earning at least a minimum wage or even better. | | | | decidedly lower to render more protection from |
| The SSA also takes charge of pairing off the SGA | | | | discriminating policies. |
| with medical conditions that may qualify individuals for | | | | - ADA does not necessarily define "work" or "job" as |
| disability benefits under its program. | | | | an important life activity but FEHA classifies work as a |
| - An individual with Disabilities Education Group - this | | | | very important life activity, even if a person's disability |
| program is intended to provide special educational | | | | only limits his or her ability to perform a particular job. In |
| support to empower disabled children and youth. | | | | FEHA's conditions, it is already sufficient proof of |
| - In 1992, the Americans with Disabilities Act or (ADA) | | | | limitation in an important life activity when a person |
| took effect and its main principle is to prohibit | | | | proves unable to perform a certain job because of his |
| employers to discriminate a disabled individual because | | | | her disability. |
| of his / her disability. | | | | - ADA's the specification in evaluating a disability is |
| This federal law covers all state and local government | | | | according to a mitigated condition. Thus, when a |
| offices, private employers, employment agencies, and | | | | person with a vision problem is evaluated, he or she will |
| even employee organizations and labor unions. If found | | | | assessed on a mitigated status, like wearing contacts |
| that an applicant, trainee or employee with disability had | | | | or glasses, thereby lessening his or her chances of |
| been qualified enough to be hired, promoted, | | | | being considered disabled. On the other hand, FEHA |
| compensated and/or given privileges or be | | | | evaluates disability in an unmitigated state, which |
| accommodated in some terms and conditions of | | | | effectively makes it easier for a person to be |
| employment in the company but was denied of this | | | | declared disabled. |
| right, this act is considered illegal. | | | | The federal and state governments continue to |
| Furthermore, establishments like department stores, | | | | implement new laws and statutes to ensure that the |
| malls, restaurants or fast food stalls and movie | | | | rights of workers with disability are not trampled upon |
| theaters are required to provide, what is considered as | | | | just because of their limitations. Recognition of the |
| "reasonable accommodation" for patrons and | | | | potential value of disabled workers to the American |
| customers according to their special and differing | | | | workforce is continuously being promoted, too. |
| needs. | | | | |