Advances in information technology have created new employment opportunities for individuals with disabilities. The Americans with Disabilities Act of 1990 and other pieces of federal legislation have mandated the provision of reasonable accommodations, including assistive technology, to all individuals who might benefit from them. This article reviews the requirements of relevant legislation, describes various ways in which assistive technology can be used as a reasonable accommodation in employment settings, provides a case study from the Microsoft corporation, and discusses guidelines for the design, implementation, and evaluation of reasonable accommodations.
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References
1.
Americans with Disabilities Act of 1990, P.L. 101-336, 42 U.S.C. § 12101 et seq.
2.
Lee, B. (1993). Reasonable accommodation under the Americans with Disabilities Act. Horsham, PA: LRP Publications.
3.
Lowney, G. (1998). Microsoft Accessibility Five-Point Plan [On-line] . Available: www.microsoft.com/enable/news/fivepoints.htm
4.
Rehabilitation Act Amendments of 1986, P.L. 99-506, 29 U.S.C. § 701 et seq.
5.
Rehabilitation Act Amendments of 1992, P.L. 102-569, 29 U.S.C. § 701 et seq.
6.
Robinson, K. (1997). A Human Resource Perspective on Implementing the ADA [On-line]. Available: janweb.icdi.wvu.edu/kinder/pages/HR_perspective.html
7.
Technology-Related Assistance for Individuals with Disabilities Act of 1988, P.L. 100-407.
8.
Technology-Related Assistance for Individuals with Disabilities Act of 1994, P.L. 103-218.
9.
Telecommunications Accessibility Enhancement Act of 1988, P.L. 100-542.
