Opinion ID: 1928737
Heading Depth: 2
Heading Rank: 1

Heading: Background of the ADA.

Text: Before Congress enacted the ADA, the most comprehensive federal legislation prohibiting disability discrimination was the Rehabilitation Act of 1973, which prohibits recipients of federal funds from discriminating against disabled persons. See 29 U.S.C. § 794 (1994). The ADA, which became effective on July 26, 1992, was modeled, in part, after the Rehabilitation Act of 1973. It covers employers with fifteen or more employees. 42 U.S.C. § 12111(5) (1994). The ADA's purpose is to provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities. 42 U.S.C. § 12101(b)(1). Since its passage, the ADA has become the most significant federal law prohibiting disability discrimination in employment. 45A Am.Jur.2d Job Discrimination § 18, at 107 (1993). Title I of the statute provides: No covered entity shall discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. 42 U.S.C. § 12112(a); see also Iowa Code § 216.6(1)(a) (Iowa law provides, in part, that it is an unfair or discriminatory employment practice to refuse to hire an applicant or discharge an employee because of a disability). The ADA may not be construed to apply a lesser standard than is applied under the Rehabilitation Act of 1973, and it may not be construed to invalidate or limit any other federal, state, or local law that provides greater or equal protection for the rights of individuals with disabilities. 45A Am.Jur.2d Job Discrimination § 19, at 107. While it focuses on eradicating barriers, the ADA does not relieve a disabled employee or applicant from the obligation to perform the essential functions of the job. 29 C.F.R. pt. 1630 app. at 399 (1995). Further, the ADA simply establishes parameters to guide employers in how to consider, and take into account, the disabling condition involved. Id. at 400. The EEOC is responsible for enforcement of the ADA and has issued regulations to implement the ADA's provisions. Id.; 42 U.S.C. § 12116.