ACS can assist employers or HR directors in the development of corporate policies and procedures to ensure their compliance with Title I and Title VII of the Americans with Disabilities Act of 1990 and Title VII of the Civil Rights Act of 1966.We can also identify and provide cost effective solutions for the removal of barriers or modification of work stations for employees with disabilities etc. If you would like further information regarding our services or would like to find out how we can assist you please call Richard Londono Toll Free at 888-768-7788 Ext. 323 or email request to rlondono@adaag-consulting.com

Regulations and Enforcement Overview:

Title I of the Americans with Disabilities Act of 1990 and Title VII of the Civil Rights Act of 1964 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. Employers must reasonably accommodate the disabilities of qualified applicants or employees, including modifying work stations and equipment. Individuals may file complaints with EEOC or file a private lawsuit after exhausting administrative remedies. Remedies are the same as available under Title VII of the Civil Rights Act of 1964. Courts may order an employer to hire or promote qualified individuals, reasonably accommodate their disabilities, and pay back wages and attorneys' fees. (The Civil Rights Act of 1991 provides a new remedy for compensatory and punitive damages in cases of intentional discrimination in employment.)