Introduction Americans with Disabilities Act (ADA) refers to a policy that was drafted and passed by legislators in the congress to become part and parcel of US laws in the year 1990. This policy was meant to protect individuals with disabilities from being denied equal opportunities in various areas, including employment and access to public amenities and other public places. After the law was passed there were so many people who felt disappointed because they knew they had to embrace change which is not what they were expecting. This paper will focus on the above mentioned policy and how it defends the rights of the disabled people in the workforce with regard to corporate and employee perspectives. The first title of this policy focuses on employment because this is one of the main areas that tend to be biased. This is because there were, and are, many cases of people who have been denied equal opportunities at their work places just because they are disabled. Perhaps what most employers do not know is that disability is not inability since there are many people who are disabled and yet they have outstanding abilities in other areas, sometimes even much better and advanced than their counterparts who are not disabled. Acemoglu and Angrist (2001) argue that in as much as the disabled have been given equal opportunities such as education, leaving them out of the workforce may sound and look like an insult because the skills that they posses will be wasted while they would have been put into good use. The ADA states that employers must allow all job seekers including the disabled an equal opportunity to apply for jobs without setting limits that are based on their disabilities. Why the Act Was Introduced The state recognizes every one who is disabled and that is why it demands for equal treatment. According to issues raised by ADA, during the process of bringing new employees on board in any company, the person in charge of hiring should evaluate job candidates equally because their looks are not as important as the skills they have. Before this policy came into being, employers used to judge people from their looks and thus the persons involved felt deserted because there was no one to defend them. Job seekers with disabilities were simply barred from even securing an interview because most employers dismissed them by simply referring to their disability to mean that they cannot be productive. ADA clearly states that employees with disabilities are entitled to promotions just like the other employees in the workforce. This is because there are some employers who offer these people jobs and are not willing to upgrade their ranks even after they have worked for them for so long. Employers should gauge employees by their performance which is reflected by the results they deliver (DeLeire, 2000). When ADA was first implemented employers especially medium sized organizations were finding it difficult to comply with it because they knew they had to restructure some of their facilities for them to warmly accommodate employees with disabilities. Difficulties during Implementation Prior to the implementation of this act, human resources managers were under strict instructions not to hire people with