The Americans with Disabilities Act (ADA) was signed July 26, 1990 by President George H. W. Bush. The ADA is one of the largest pieces of civil rights legislation that prohibits discrimination and ensures that people with disabilities have the same opportunities as everyone else to participate in the mainstream of American life: enjoying opportunities Employment, purchase of goods and services, and to participate in government and community programs and services. Following the model of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex or national origin – and Section 504 of the Rehabilitation Act of 1973, the ADA is an equal Opportunities “for people with disabilities.
To be protected by the ADA you must have a disability that is defined by the ADA as a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such harm or a person who Is perceived by others as such damages. The ADA does not specifically specify all losses that are covered.
The Americans with Disabilities Act of 1990 (ADA), called “the greatest piece of civil rights legislation possible in our country’s history,” protects the civil rights of persons with disabilities and prohibits discrimination based on disability in Employment, state and local services, public places, transport and telecommunications. In 1991, Congress added an explicit language of law that made the ADA Executive extraterritorial, or outside the physical boundaries of the United States. With the increasing globalization of economic activities, the ADA’s expansive reach and related federal anti-discrimination laws could have a significant impact on employment-related costs, operations, and profitability. Ultimately, these federal statutes also influence the success or failure of companies that hire US citizens or do business in the United States.
An increasing number of individual nations have adopted anti-discrimination laws that protect workers. Now, however, the United States is one of the few countries to provide complete protection against discrimination against persons with disabilities. Now, a decade after the implementation of the ADA, it is timely to review the scope of protection offered by this limiting legislation of Americans with Disabilities working for multinational employers, both at home and abroad. Part II of this article will provide an overview of the relevant provisions of the ADA. Part III will examine the doctrine dell’estraterritorialità and its application to the ADA, as well as its laws of discrimination against the United States. Part IV will analyze the potential impact of the ADA’s extraterritorial application and related anti-discrimination laws by US multinational employers operating both in the US and abroad. And abroad. This document concludes that the ADA protects US citizens who are employed by: 1) a US company or, anywhere in the world; (2) a foreign subsidiary of a US multinational in a foreign seat; 3) US subsidiary of a foreign multinational in a United States based.
Access to public transport is a key to the independence and full participation of the community for people with disabilities. The Americans with Disabilities Act provides specific requirements for transportation systems, including fixed line buses, heavy and light rail systems, ADA complementary paratransit, onboard buses, ferries, and other public and private forms. DREDF supports the development and implementation of strong ADA and full transportation requirements by working for its later accessible transportation and provides in-depth training for people with disabilities and others in ADA transportation that includes current political events and best practices.