Update Applicable to:
All employers.

What happened?
On November 23, 2022, the United States Department of Justice announced the launching of a new and improved version of ADA.gov.  Their goal for this revamped website is to assist people better in complying with the Americans with Disabilities Act (ADA) and understand their rights and others’ rights by creating and maintaining a modern and user-centered website.  

What are the details?
The ADA is a civil rights law that protects people with disabilities from discrimination.  The ADA guarantees people with disabilities the same opportunities as everyone else to go to work, visit public libraries, and enjoy stores and restaurants in their communities. 

Almost all employers, state and local governments, businesses, and nonprofit organizations must follow the ADA.  The ADA requires the Department of Justice to help people understand their rights and responsibilities under the law.  One way that the Department has done this is through its website, ADA.gov.

The updated version of ADA.gov is designed to more effectively serve the public and help expand access for people with disabilities.  The Department of Justice wants people who visit its website to easily find the answers and information that they are seeking, even if they are unfamiliar with the ADA or legal jargon.  The new version of ADA.gov works well with mobile devices, includes easy-to-use navigation tools, and is written in plain language.  If you wish to read more about the announcement, please click this link here for more information.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.