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ADA Frequently Asked Questions Knowledge Base - State and Local Government (ADA Title II)
Algunos enlaces pueden tener contenido solo en inglés.
Aunque suenan muy similares, existen diferencias importantes entre una "acomodación razonable" y una "modificación razonable". Para comprender la diferencia, debemos comprender cómo está organizada la Ley sobre Estadounidenses con Discapacidades (ADA, por sus siglas en inglés). Esta ley se divide en cinco secciones. Cada sección se denomina "título".
El término "acomodación razonable" se encuentra en el Título I, la sección de la ley que cubre el empleo. El Título I está diseñado para ayudar a las personas con discapacidades a acceder a las mismas oportunidades y beneficios laborales disponibles para las personas sin discapacidades. Una acomodación razonable es cualquier modificación o ajuste que permita a una persona con una discapacidad participar en el proceso de solicitud, realizar funciones laborales esenciales o disfrutar de los privilegios del empleo.
El término "modificación razonable de políticas, prácticas y procedimientos" se encuentra en los Títulos II y III. El Título II de la ADA cubre los gobiernos estatales y locales, y el Título III cubre los establecimientos públicos (empresas). Bajo ambos Títulos I y II, los gobiernos estatales y locales y establecimientos públicos, deben garantizar que las personas con discapacidades tengan igualdad de oportunidades para usar y acceder a programas, actividades, bienes, servicios e instalaciones. En ocasiones, pueden ser necesarias modificaciones razonables en políticas, prácticas y procedimientos para que las personas con discapacidades tengan igualdad de oportunidades. Modificaciones razonables de políticas, prácticas y procedimientos son cambios en la forma habitual de hacer las cosas.
Según la ADA, los detalles específicos de cada caso son importantes. Por ejemplo, una empresa no está obligada a realizar modificaciones que provoquen un cambio fundamental en la naturaleza de sus bienes, servicios o actividades. Un empleador no está obligado a proporcionar la acomodación exacta solicitada por un empleado; el empleador puede ofrecer otra acomodación efectiva.
Para obtener información adicional, consulte los siguientes recursos:
Acomodaciones razonables en el lugar de trabajo
What is the process to request a reasonable accommodation in employment?
Modificaciones razonables en las políticas, prácticas y procedimientos en transporte público
The term “reasonable accommodation” is found within Title I, the section of the law that covers employment. Title I is designed to help people with disabilities access the same employment opportunities and benefits available to people without disabilities. A reasonable accommodation is any modification or adjustment that allows a person with a disability to participate in the application process, to perform essential job functions, or to enjoy the privileges of employment.
The term “reasonable modification of policies, practices, and procedures” is found within Titles II and III. Title II of the ADA covers state and local governments, and Title III covers public accommodations (businesses). Under both Titles II and III, state and local governments and public accommodations must ensure that people with disabilities have equal opportunities to use and access programs, activities, goods, services, and facilities. Sometimes, reasonable modifications in policies, practices, and procedures may be necessary so people with disabilities have equal opportunities. Reasonable modifications of policy, practice, and procedure are changes to the way things are typically done.
Under the ADA, the case-by-case specifics are important. For example, a business is not required to make modifications that cause a fundamental change in the nature of its goods, services, or activities. An employer is not required to provide the exact accommodation requested by an employee; the employer may offer another effective accommodation.
For additional information, take a look at the following resources:
Reasonable Accommodations in the Workplace
What is the process to request a reasonable accommodation in employment?
Reasonable Modifications to Policy, Practice & Procedure in Public Transportation
The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990. Some parts of the ADA didn’t go into effect until after that date to give entities time to comply with the law, but those compliance deadlines have passed.
Additional information on the history and background on the law is available on the U.S. Department of Justice’s Civil Rights Division website at: https://www.ada.gov/2010_regs.htm.
For additional information, take a look at the following resources:
The revised ADA Title II regulations do not require state or local government entities to do a new or updated self-evaluation or transition plan. However, the Department of Justice urges state or local governments to establish procedures for an ongoing assessment of their compliance with the ADA's obligation to ensure all programs are readily accessible to and usable by people with disabilities (http://www.ada.gov/pcatoolkit/toolkitmain.htm ). Regularly updating the self-evaluations and transition plans can help government entities monitor their compliance and stay on track with making changes to improve accessibility.
If a state and local government entity has not yet conducted a self-evaluation, it is recommended that they do so to identify any barriers to its programs, activities and services. A self-evaluation helps government entities identify areas of non-compliance and develop specific strategies to bring all policies and practices into compliance. Areas include but are not limited to:
- structural changes needed to provide access to programs, activities and services;
- policy modifications to ensure nondiscrimination; and
- providing public notice that includes (i) explanation of the application of the ADA to the state and local governments programs, activities, and services; (ii) contact information for the employee who is designated to address ADA compliance issues; and (iii) information on the grievance procedure.
The self-evaluation plan should identify strategies to remove barriers, prioritize strategies, and provide a timeline for implementation. As new programs, activities and services are developed, it is important to review facilities to ensure compliance with the 2010 ADA Standards.
For additional information, take a look at the following resource:
The Americans with Disabilities Act provides an important tool to fight discrimination: filing a complaint with an appropriate federal agency.
If you believe that you or someone else was discriminated against based on a disability, you can file an Americans with Disabilities Act (ADA) complaint against:
-
a state government or local government, such as a:
- public hospital
- public school
- other state or local government program
-
a private business that serves the public, such as a:
- restaurant
- doctor’s office
- shop
- hotel
Important notes:
- You may submit your complaint online or by mail
-
If a reasonable accommodation is required to submit a complaint, please contact the ADA Information Line:
- Voice: 1-800-514-0301
- TTY: 1-800-610-1264
- For current detailed instructions and contact info, please see the "File a Complaint" page.
For additional information, take a look at the following resources:
Federal Agencies and Resources
Federal ADA Regulations and Standards
Individuals may bring lawsuits to enforce their rights under title II and may receive remedies such as reasonable attorney's fees. Individuals may also file complaints with one of eight designated Federal agencies. Complaints may always be filed with the Department of Justice, which will refer the complaint to the appropriate agency.
For additional information, take a look at the following resources:
FAQ: How can I file an ADA complaint with the U.S. Department of Justice?
A self-evaluation is a public entity's assessment of everything, including its programs, services, and activities; facilities; and current policies, practice and procedures. The self-evaluation identifies and corrects barriers to access that are inconsistent with its title II requirements. All public entities should have completed a self-evaluation by January 26, 1993. A public entity that employs 50 or more employees must retain its self-evaluation for three years. Other public entities are not required to retain their self-evaluations, but are encouraged to do so because these documents support a public entity's good faith efforts to comply with its title II requirements.
For additional information, take a look at the following resources:
Fact Sheet: ADA Title II and Title III Regulation and Fact Sheet Series
Structural changes needed for program accessibility must be made as expeditiously as possible, and should have been made by January 26, 1995. A public entity that employs 50 or more persons must have developed a transition plan by July 26, 1992, setting forth the steps necessary to complete such changes.
For additional information, take a look at the following resource:
FAQ: What changes must a public entity make to its existing facilities to make them accessible?
A public entity must ensure that individuals with disabilities can participate in its services, programs, and activities. A state or local government's programs, when viewed in their entirety, must be readily accessible to and usable by individuals with disabilities. This standard, known as "program accessibility," applies to all existing facilities of a public entity.
Public entities do not necessarily have to make each of their existing facilities accessible. Program access can be achieved through different methods including alteration of existing facilities, acquisition or construction of additional facilities, relocation of a service or program to an accessible facility, provision of services at alternate accessible sites, or change to a policy or procedure.
For additional information, take a look at the following resources:
A state or local government must eliminate any eligibility criteria for participation in programs, activities, and services that screen out or tend to screen out persons with disabilities, unless it can establish that the requirements are necessary for the provision of the service, program, or activity. The State or local government may, however, adopt legitimate safety requirements necessary for safe operation if they are based on real risks, not on stereotypes or generalizations about individuals with disabilities. Finally, a public entity must reasonably modify its policies, practices, or procedures to avoid discrimination. If the public entity can demonstrate that a particular modification would fundamentally alter the nature of its service, program, or activity, it is not required to make that modification.
For additional information, take a look at the following resources:
FAQ: Does the ADA apply to State and local governments?
FAQ: When do the requirements for State and local governments become effective?
FAQ: How are the ADA’s requirements for State and local governments enforced?
In general, they became effective on January 26, 1992. Revised regulations published by the U.S. Department of Justice on September 15, 2010 covering state and local governments, became effective on March 15, 2011.
For additional information, take a look at the following resources:
Yes. Title II of the ADA prohibits discrimination against qualified individuals with disabilities in all programs, activities, and services of public entities. It applies to all State and local governments, their departments and agencies, and any other instrumentalities or special purpose districts of State or local governments. This means that not only is a city or state government office covered, but also public schools, community colleges, city police departments, and public libraries. Title II also clarifies the requirements of section 504 of the Rehabilitation Act of 1973 for public transportation systems that receive Federal financial assistance, and extends coverage to all public entities that provide public transportation, whether or not they receive Federal financial assistance. It establishes detailed standards for the operation of public transit systems, including commuter and intercity rail (AMTRAK).
For additional information, take a look at the following resources:
Fact Sheet: An Overview of the Americans With Disabilities Act
