In 1990, the Americans with Disabilities Act was enacted to protect the employment and accessibility rights of the disabled. Most businesses are affected by the law and are required to take steps to comply with its provisions. Indeed, the law's provisions may prove surprising and onerous to many businesses. The ADA is a civil rights law that prohibits discrimination against qualified people with disabilities in employment, public services and transportation, public accommodations, and telecommunications services. The law eventually will apply to all private employers of 15 or more workers and all places of public accommodation and services.
Some exemptions apply.
The ADA prohibits discrimination in all employment practices. These practices include job application procedures, hiring, firing, advancement, compensation, training, and the other terms, conditions, and privileges of employment. The law applies to recruitment, advertising, layoffs, leaves, fringe benefits, and all other employment-related activities. Disabled employees must be given equal access to whatever health insurance coverage the employer provides to other employees. However, employers may offer health insurance policies with pre-existing condition clauses as long as the clauses are not used as a means to avoid compliance with the law.