| 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 | | | | are mainly similar with that of the ADA, the FEHA |
| of the organizations receiving government funding to | | | | has stipulations that are more protective on a |
| promote programs and services geared towards | | | | number of 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 |
| - An individual with Disabilities Education Group - this | | | | a very important life activity, even if a person's |
| program is intended to provide special educational | | | | disability only limits his or her ability to perform a |
| support to empower disabled children and youth. | | | | particular job. In FEHA's conditions, it is already |
| - In 1992, the Americans with Disabilities Act or | | | | sufficient proof of limitation in an important life |
| (ADA) took effect and its main principle is to prohibit | | | | activity when a person proves unable to perform a |
| employers to discriminate a disabled individual because | | | | certain job because of his/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 |
| even employee organizations and labor unions. If | | | | will assessed on a mitigated status, like wearing |
| found that an applicant, trainee or employee with | | | | contacts or glasses, thereby lessening his or her |
| disability had been qualified enough to be hired, | | | | chances of being considered disabled. On the other |
| promoted, compensated and/or given privileges or be | | | | hand, FEHA evaluates disability in an unmitigated |
| accommodated in some terms and conditions of | | | | state, which effectively makes it easier for a person |
| employment in the company but was denied of this | | | | to be 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 |
| theaters are required to provide, what is considered | | | | upon just because of their limitations. Recognition of |
| as "reasonable accommodation" for patrons and | | | | the potential value of disabled workers to the |
| customers according to their special and differing | | | | American workforce is continuously being promoted, |
| needs. | | | | too. |