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Critique of Ada and Affirmative Action Paper

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Critique of ADA and Affirmative Action
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Critique of ADA and Affirmative Action Paper
Discrimination in the workplace has been an issue for as long as I can remember. Although the Civil Rights Act of 1964 forbids employers from discriminating against individuals because of their race, sex, age, and/or disability, many employers still exhibited this type of behavior during the hiring process. President Lyndon B. Johnson enacted an executive order that required government employers to not use hiring practices that exhibited discrimination in 1965. The American Disabilities Act (ADA) was put into place years later to protect those with disabilities. All of these were efforts to promote equality in the workplace, among other places; although the laws may protect certain individuals from discrimination, others may be discriminated against as a result. The paper’s intent is to provide insight regarding my feelings towards the American Disabilities Act (ADA) and Affirmative Action. What is sometimes meant for good can also result in something bad.
American Disabilities Act (ADA)
President George H.W. Bush signed the American Disabilities Act (also referred to as ADA) in 1990. The ADA intended purpose was to protect those with disabilities from discrimination in transportation, employment, communication, and different cultural opportunities. Under this law, employers are forbid to discriminate in many different areas such as hiring, lay-offs, and job assignments because of one’s disability. Disability is defined by the ADA as “a physical or mental impairment that substantially limits one or more of your major life activities; and there is a record of such impairment; or you are regarded as having such an impairment” (Discrimination by Reason of Disability, 1998). Employers are required to make reasonable accommodations for those with disabilities unless it

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