Reporting a violation of Americans with Disabilities Act?
611278
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. The ADA's nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules. \n\nAn individual with a disability is a person who:\n\nHas a physical or mental impairment that substantially limits one or more major life activities; \nHas a record of such an impairment; or \nIs regarded as having such an impairment. \nA qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:\n\nMaking existing facilities used by employees readily accessible to and usable by persons with disabilities. \nJob restructuring, modifying work schedules, reassignment to a vacant position; \nAcquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. \nAn employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.\n\nAn employer is not required to lower quality or production standards to make an accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing aids.\n\nTitle I of the ADA also covers:\n\nMedical Examinations and Inquiries\nEmployers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs. Medical examinations of employees must be job related and consistent with the employer's business needs. \nDrug and Alcohol Abuse\nEmployees and applicants currently engaging in the illegal use of drugs are not covered by the ADA when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA's restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees. \nIt is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on disability or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA.\n\nYou would report it to the EEOC, but has he talked to the company about this first?  Is there an H.R. person there? Why do they make him sleep at work?
657094
Legally, they cannot discriminate against you because of your disability.  The Americans with Disabilities Act states that if you are able to perform the essential functions of the job with or without reasonable accommodations, they cannot use your disability as an excuse not to hire you.  If they do, you have legal recourse against them (but do you really want to work for them if they have such a poor, discriminatory attitude???  Probably not.)  As someone else previously suggested, your local Division of Vocational Rehabilitation will be able to help you with job placement and advocacy, and may have contacts with "disability-friendly" employers in your local community.
774279
write down everything that happens and who was present when it happened. \nTell your boss you are offended by the comments. \nIf it continues, contact the EEOC in your area. \n\nhttp://www.eeoc.gov/\nhttp://www.eeoc.gov/types/race.html <---defines a hostile work environment based on what you typed.
683029
file a complaint with the state bar association
1851
Idealy you would send your complaint to the your representatives in congresses.  They have an INS (or in this case it may be a Justice Dept. laison) who will approach the agency with your note. Using http://www3.capwiz.com/y/directory/congdir.tt you should be able to find who you can approach.
925462
I think any serious violations should be reported immediately--I don't care if its coming from a Whig, Libertarian or whatever. Not to report it and wait for the election to be over then start talking up complaints is so irresponsible--but I'm sure it will happen somewhere this year.
1008792
I think that we could be doing a lot better, but still, we have made great strides in accepting and incorporating people with disabilities.  \n\nAssuming that you're talking about the job market, most often it is illegal to discriminate against someone with a disability whenever a reasonable accomodation can be made.  \n\nI think it's great that you are concerned about this.  If it bothers you, call your local 211 center and see where you can volunteer (maybe do some job coaching) to help the disabled community.  Also, every school has a special ed program screaming for help.  There are great contributions you can make to a disabled child's life.  More power to you.
501356
yes that is a violation and should be reported to the city. Check in your yellow pages for the government agencies that handle that. If there is no fire escape, there should be an extra way out.
154712
Hmm, I haven't read the guidelines, but it doesn't sound bad to me, and you did answer the question.  They didn't even give you a reason for what you violated.  I would email Yahoo Answers team member Amy, I think that is the best way to get a response.  Below is a link to her yahoo profile.  You can find her email address there.
796264
Nope.\nhttp://www.hud.gov/offices/fheo/disabilities/fhefhasp.cfm
140850
Try the veterans with disabilities organization. That is great. I believe we should all the "ability" in disability. I salute you!
144670
If you have a human resource department you would report it to them first. If not you report it to your state labor board. They will walk you thru what you need to do.
739049
Take notice of name and badge number and report him/her to superior.  A little remedial customer service is in order.
845521
I don't know where this would come up on an application.. maybe for EEOC reporting.  But, if you not a "protected class" or "minority", it is frauldulent to say that you are.  Most applications have a clause that states that if any misinformation is on the application, even after hire, this is ground for termination.\n\nGood luck in your job search and love your picture!\nCongrats on reaching level 4!!!
106926
You can sue them. contact the EEOC. Their numbers and contact info are at this site http://www.eeoc.gov/
1082857
Just contact the EEOC. they will file a law suit against the person. Report it to the boss in writing.
310402
you should e-mail complaints to the commissioner then the comm. would do something about it