Research Paper on:
A Proposal Regarding the American With Disabilities Act

Unformatted Sample Text from the Research Paper:
major areas of focus are the funding source of compliance measures for special education students and the fact that ADA is not all inclusive. The latter is discussed from a  business perspective. Many issues are addressed in a review of the literature but there is a focus on benefits and detriments of the law and how it manifests in daily  life. Recommendations for changes are made that is contingent on further research. I. Introduction When the acronym ADA is referred to, one  is referring to the Americans with Disabilities Act. Title I of the Americans with Disabilities Act of 1990 actually took effect on July 26, 1992 ("Facts About," 1997). It  prohibits private employers, as well as state and local governments, employment agencies and labor unions from discriminating against individuals who are otherwise qualified, but have a disability, from procedures,  hiring, firing, advancement, compensation, job training, and any other terms, conditions or privileges of employment (1997). Acquiring or modifying equipment or devices, adjusting modifying examinations, training materials, or policies, as  well as providing qualified readers or interpreters when necessary are also important (1997). For example, businesses are required to provide deaf people with interpreters free of charge under Title III  of the Americans with Disabilities Act (Knight, 2003). Yet, that is just one small example of the ways in which businesses and agencies must comply. The Act is also rather  broad. It protects people even if they are victims of discrimination due to a family member, business associate, or any other person in their lives having a disability  ("TGC Legal," 2003). For example, an employer cannot discriminate against a woman who has a child that needs constant care due to a disability. A student writing on this subject