Trainings & Events
- Android is accessible. TalkBack, BrailleBack, and Explore by touch are accessibility services available to people who are blind or low-vision
- Android is customizable. Features and settings associated with screen readers in other platforms are available to Android users through third-party apps
- Android is original. Google's approach to things is a little wild and a little experimental. It's approach to accessibility is no exception.
News from the Federal Agencies
U.S. Equal Employment Opportunity Commission (EEOC)
EEOC Sues Erie Strayer Company for Disability Discrimination
The Erie Strayer Company, an Erie-Pa.-based construction equipment supplier, violated federal disability discrimination law, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed. The EEOC said that the Erie Strayer Company unlawfully subjected Thomas Young and a class of other, similarly situated employees to a policy and practice of unlawful medical inquiries and adverse employment actions resulting from such inquiries. These actions included coercion, intimidation, threats, and interference with the exercise and enjoyment of their protected rights according to the EEOC lawsuit.
EEOC Issues Updated Enforcement Guidance On Pregnancy Discrimination And Related Issues
The U.S. Equal Employment Opportunity Commission (EEOC) issued Enforcement Guidance on Pregnancy Discrimination and Related Issues, along with a question and answer document about the guidance and a Fact Sheet for Small Businesses. This is the first comprehensive update of the Commission's guidance on the subject of discrimination against pregnant workers since the 1983 publication of a Compliance Manual chapter on the subject.
Dialysis Clinic, Inc. Sued By EEOC For Disability Discrimination
Nationwide healthcare provider Dialysis Clinic, Inc. (DCI) violated federal law by firing and refusing to re-hire a long-time nurse who needed more medical leave to complete her cancer treatment, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it filed. According to the EEOC's lawsuit, Francisca Lee had worked as a nurse at DCI's Sacramento Southgate location for 14 years when she was diagnosed with breast cancer. Lee took medical leave in order to have mastectomy surgery and chemotherapy treatments. Four months later, DCI notified Lee by mail that she was being terminated for exceeding the time limit dictated by its medical leave policy, the EEOC said.
EEOC Sues Genesis Healthcare / Mount Olive Care & Rehabilitation Center for Disability Discrimination
Genesis Healthcare, LLC, d/b/a Mount Olive Care & Rehabilitation Center, a Delaware limited liability company that operates a nursing home in Mount Olive, N.C., violated federal law by firing an employee because of her disability, the U.S. Equal Employment Opportunity Commission (EEOC) alleged in an employment discrimination lawsuit it filed. According to the EEOC's complaint, Genesis Healthcare hired Margaret Washington to work as a cook and dietary aide at its Mount Olive facility in June of 2013. Washington has a physical impairment that limits her use of the left side of her body. Shortly after Washington began working for Genesis Healthcare, her supervisor asked her what was wrong with her left arm. Washington explained that she did not have the full use of her left arm, but that she was still able to perform her job duties. A few weeks later, Washington's supervisor informed Washington that she did not believe Washington could perform her job duties without the full use of both arms. Shortly thereafter, Genesis Healthcare fired Washington because she did not have the full use of her left arm.
America's Largest Drug Store Chain to Pay $180,000 to Settle EEOC Disability Discrimination Suit
Walgreens has agreed to pay $180,000 to a longtime employee with diabetes and to implement revised policies and training to settle a federal disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced. The EEOC's lawsuit charged that former cashier Josefina Hernandez, who has Type II Diabetes, was fired by a South San Francisco Walgreens because of her disability after she ate a $1.39 bag of chips during a hypoglycemic attack in order to stabilize her blood sugar level.
EEOC Sues Wal-Mart for Disability Discrimination
The U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit yesterday against Wal-Mart Stores, Inc., alleging that the giant retailer fired an intellectually disabled employee at a Rockford Walmart store after it rescinded his workplace accommodation.
U.S. Department of Justice (DOJ)
Justice Department Announces Settlemen Agreement with Hubbard, OR
The Justice Department announced that it reached a settlement with the city of Hubbard, OR, resolving an investigation of the city under Title I of the Americans with Disabilities Act (ADA). The investigation found that the city's online employment application asked questions about disabilities in violation of the ADA. The ADA does not permit employers to inquire whether an applicant is an individual with a disability or as to the nature of such disability before making a conditional offer of employment.
Information about LSAC Compensation Fund Posted to DOJ Website
The Law School Admission Council (LSAC) has entered into a Consent Decree with the California Department of Fair Employment and Housing (DFEH) to settle a statewide lawsuit and with the U.S. Department of Justice (DOJ) to settle a nationwide lawsuit. This resolution addresses alleged violations of the Americans with Disabilities Act (ADA) and the California Unruh Civil Rights Act. information regarding the LSAC nationwide compensation fund, including how to submit a claim and how to contact the Claims Administrator, is available on the Justice Department website.
Justice Department Reaches Settlement with Orange County Clerk of Courts
The Justice Department announced that it has reached a settlement with the Orange County Clerk of Courts in Florida to remedy violations of the Americans with Disabilities Act (ADA). The settlement resolves allegations that the Orange County Clerk of Courts failed to provide a blind attorney with electronic court documents in an accessible format readable by his screen reader technology, despite repeated requests.
Great Lakes In Focus
Justice Department Publishes Notice of Proposed Rule Making
On August 1, 2014, the Department's Notice of Proposed Rulemaking (NPRM) proposing to amend the Americans with Disabilities Act title III regulation to provide closed movie captioning and audio description to give persons with hearing and vision disabilities access to movies was published in the Federal Register and will be open for public comment. The comment period will close on September 30, 2014.
The Justice Department is very interested in the public's views on this NPRM, including the answers to the many questions that are posed throughout the document. Beginning August 1, 2014 comments may be submitted, identified by CRT Docket No. 126 or RIN 1190-AA63, by any of the following methods:
. Online at www.regulations.gov. Follow the website's instructions for submitting comments.
. Regular U. S. mail:
Disability Rights Section
Civil Rights Division
U.S. Department of Justice
P. O. Box 2885, Fairfax, VA 22031-0885.
. Overnight, courier, or hand delivery:
Disability Rights Section
Civil Rights Division
U.S. Department of Justice
1425 New York Avenue, N.W., Suite 4039, Washington, D. C. 20005
Jewel Foods employed Sean Reeves as a bagger from 1997 until his dismissal in 2005. Reeves have Down syndrome and received vocational tutoring from Jewel. A social service agency sent a job coach to work with Reeves. Jewel's Service Manager provided individual training. Jewel also instituted supervision policies that applied only to Reeves.
Reeves, unlike the other baggers, was exempted from collecting shopping carts from the parking lot after he was found directing customers how to park their cars. Reeves sometimes had trouble complying with workplace rules. He cursed at a manager when the table at which he usually ate lunch was used for a tasting. He also once cursed within earshot of a customer about another customer. In 2005, Reeves took an American flag pin from a store shelf without paying for it, apparently not realizing the pins were for sale. Despite its usual policy, Jewel decided not to fire him.
Reeves's parents asked if Jewel could bring back a job coach. Reeves's supervisor deemed the extra instruction unnecessary. Reeves was later terminated for cursing at another employee within earshot of a customer and other employees.
The U.S. Equal Employment Opportunity Commission (EEOC) concluded that there was reasonable cause to believe both that Jewel discriminated against Reeves because of his disability and that Jewel engaged in a pattern and practice of denying reasonable accommodations to disabled employees.
The district court dismissed his Americans with Disabilities Act failure to accommodate claim, citing numerous accommodations Jewel had made and the fact that Jewel did not explicitly reject the Reeves's job coach suggestion. The Seventh Circuit Court of Appeals affirmed the lower Court's decision.
From the ADA Expert
Question:I am the ADA Coordinator for a local community college and the college allows local organizations to hold events in the college's facilities. Some groups use classrooms and others use larger spaces such as the theater. The college only provides the rooms and does not have anything to do with putting on the event. Recently I was contacted by an individual needing an interpreter for an upcoming event and wanted to know if the college was going to provide the interpreter because the organization putting on the event said they will not provide one. Does the college have any responsibility to provide the interpreter for this event?Answer:
The Americans with Disabilities Act (ADA) requires that state and local governments and places of public accommodations insure individuals with disabilities have the same level of access to information that is provided to individuals without disabilities. In some instances that may require the provision of auxiliary aids and services. An example of such an auxiliary aid or service used to communicate with something that is deaf is a qualified interpreter. Every time a covered entity communicates with some one that is deaf an interpreter may not be necessary. Consideration of the complexity of the information being communicated and the length of the communication taking place, along with consultation with the deaf individual should help determine what auxiliary aid or service is needed.
Addressing your specific question, if as you state the college is only providing the space for the event then the college has no responsibility for insuring equal access for the individual that is deaf to the information being presented. The group putting on the event would have the responsibility for providing access to the information if the group is covered by the ADA or receives federal funds requiring compliance with Section 504 of the Rehabilitation Act.
For additional information please contact the Great Lakes ADA Center at (800) 949-4232 (V/TTY) or by completing the online form: http://adagreatlakes.com/WebForms/ContactUs/>Suggested Resources