Titles I and V of the Americans with Disabilities Act of 1990 (ADA)
In addition to Title II and Title III of the Americans with Disabilities Act, there are Title I and Title V which cover employment and enforcement provisions of Title I. Titles I and V are important for both persons with disabilities who are entering or re-entering the workforce, as well as employers who are obligated to comply with Title I and Title V.
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, State and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including State and local governments. It also applies to employment agencies and to labor organizations.
U.S. Equal Employment Opportunity Commission -- Disability Discrimination
How to File a Charge of Discrimination
If you think you have been discriminated against in employment on the basis of disability, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected.
You may file a charge of employment discrimination at the EEOC office closest to where you live, or at any one of the EEOC’s 53 field offices. Your charge, however, may be investigated at the EEOC office closest to where the discrimination occurred. If you are a U.S. citizen working for an American company overseas, you should file your charge with the EEOC field office closest to your employer’s corporate headquarters.
All SDIQ articles and trainings are written by long term professionals in the Service Dog industry and are meant to provide the reader with accurate, current information that will enhance the reader’s relationship with their Service Dog and the public, or a relationship with a Service Dog Team, as well as the reader’s knowledge of Service Dog applicable laws and best practices in Service Dog stewardship, handling, management, and problem solving. The information in the articles and trainings do not constitute legal training, nor legal advice.
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