Copyright (c) 1994, Landmark Communications, Inc.

DATE: Tuesday, July 26, 1994                 TAG: 9407260285
SECTION: BUSINESS                 PAGE: D1   EDITION: FINAL 
SOURCE: BY GAGE HARTER, STAFF WRITER 
                                             LENGTH: Medium:   66 lines

DISABILITIES ACT EXPANDS ITS SCOPE TODAY AS THE LAW TURNS 4, IT COVERS BUSINESSES WITH 15 OR MORE WORKERS IN ITS BAN OF DISCRIMINATION AGAINST PEOPLE WITH DISABILITIES.

   The Americans with Disabilities Act turns 4 today.
   And marking its birthday, the final phase of the federal law's employment 
section will go into effect. This requires businesses with 15 or more 
employees to comply with the ADA's Title I, which prohibits discrimination 
against people with disabilities when hiring or promoting workers or 
distributing benefits.
   Businesses that employ 25 or more have been covered since July 1992.
   More than 400,000 private businesses that employ 15 to 24 workers will now 
be covered by the law's employment section,   said Tony Coelho, chairman of 
the President's Committee on Employment of People with Disabilities.
   The Small Business Administration estimates an additional 100,000 
non-profit organizations will be affected by the latest change.
   Probably the biggest Title I clause is reasonable accommodation. This means
employers must make efforts to accommodate disabled employees by changing 
their facilities, equipment or work schedules.
   The President's Committee says the costs generally range from nothing to 
several thousands dollars. 
   Has the law helped more people with disabilities into the working world? 
One employment specialist says it's too early to tell.
   ``I have not seen an increase of disabled (people) employed due to ADA,'' 
said Mike Anderson, a rehabilitation engineer for the Virginia Department of 
Rehabilitative Services. ``But I think ADA does do something in arming people 
with disabilities for employment.''
   Anderson also raised an interesting question.
   He said a lot of advocates wonder why the law's reach should apply only to 
businesses with 15 or more employees. ``Why not cover all businesses?'' he 
asked.


MEMO:    For information about how to comply with the ADA, businesses may call
      the Job Accommodation Network, a service provided by the President's 
      Committee, at 800-526-7234.
ILLUSTRATION: Graphic
             MAJOR EMPLOYMENT PROVISIONS
             Applies to all employers of 15 or more.
             Outlaws discrimination against people with disabilities in 
          hiring, promotion and distribution of benefits.
             Requires employers to make a ``reasonable accommodation'' for 
          applicants and workers with disabilities. Reasonable means a change 
          that doesn't impose an ``undue hardship.''
             Allows employers to not hire someone for a specific job when 
          doing so would directly threaten the health or safety of that person
          or others.
             Prohibits pre-employment inquiries about an applicant's 
          disability as well as pre-employment medical exams, but lets 
          employers ask an applicant if he or she can perform specific job 
          functions. Does allow employers to condition a job offer on the 
          results of a medical exam, but only if the exam is required for all 
          applicants for similar jobs.
             Allows employers to test applicants for illegal use of drugs and 
          to ban the use of illegal drugs or alcohol in the workplace.