News From the Front
The attack is on and the fight is fierce. The ADA Restoration Act is currently being debated in Washington and the proposed legislation which is designed to restore the employment protections that were crafted as part of the 1990 Americans with Disabilities Act is now under attack from groups that want to severely limit the kinds of work place accommodations that employees can and should receive in order to remain gainfully employed.
Because the hosts of this blog are advocates for the full employment of people with disabilities and because the high rate of unemployment among the blind and visually impaired remains at catastrophic levels we want to alert our readers to the fact that the Society for Human Resource Management (a “Management” oriented group) has issued a call to arms urging its membership to fight against this crucial disability oriented legislation. Their tactic? They tell their membership that if the ADA Restoration Act is adopted employers will have to make accommodations for people with minor headaches or disfiguring scars—that is, the SHRM has argued to its membership that under the proposed act, the definition of disability is so broad that “virtually every employee” will be disabled and will require some kind of accommodation. This is absolute nonsense and the sophistry and misrepresentation of both the ADA and the ADA Restoration Act that are utilized in the service of this disinformation is really shameful. But to paraphrase Lou Reed (who said “you can’t always trust your mother”)—“you can’t always trust human resource management”.
My friend and former colleague Scott Lissner (who is the superb ADA Coordinator for The Ohio State University) has written the following altogether cogent summary of the ADA Restoration Act and this is, in our view, the most accurate and succinct summary of the proposed legislation. Please read on.