Sentences with phrase «discrimination against individuals with disabilities»

Federal fair housing law prohibits housing discrimination against individuals with disabilities, including those with AIDS, as in Case 2.

to provide clear, strong, consistent, enforceable standards addressing discrimination against individuals with disabilities;

historically, society has tended to isolate and segregate individuals with disabilities, and, despite some improvements, such forms of discrimination against individuals with disabilities continue to be a serious and pervasive social problem;

to provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities;

discrimination against individuals with disabilities persists in such critical areas as employment, housing, public accommodations, education, transportation, communication, recreation, institutionalization, health services, voting, and access to public services;

42 USC 12101, Equal Opportunity for Individuals with Disabilities Act The act prohibits the discrimination against individuals with disabilities in areas such as employment, housing, public accommodations, education, transportation, communication, recreation, institutionalization, health services, and access to public services.

Not exact matches

Under the American's With Disabilities Act (ADA) and other various laws world wide used to protect individuals with disabilities, discrimination against an individual's Service Dog breed of choice is illeWith Disabilities Act (ADA) and other various laws world wide used to protect individuals with disabilities, discrimination against an individual's Service Dog breed of choiceDisabilities Act (ADA) and other various laws world wide used to protect individuals with disabilities, discrimination against an individual's Service Dog breed of choice is illewith disabilities, discrimination against an individual's Service Dog breed of choicedisabilities, discrimination against an individual's Service Dog breed of choice is illegal.

It wasn't until the Americans with Disabilities Act was passed in 1990 that individuals were legally protected against discrimination based on disabilities in all areas of public life, including jobs, schools, transportation, and public and private places that are open to the genDisabilities Act was passed in 1990 that individuals were legally protected against discrimination based on disabilities in all areas of public life, including jobs, schools, transportation, and public and private places that are open to the gendisabilities in all areas of public life, including jobs, schools, transportation, and public and private places that are open to the general public.

Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;

Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local disabilities in the private sector, and in state and local governments;

The Tribunal concluded that there was both individual discrimination against Jeffrey and systemic discrimination against students with severe learning disabilities in general, for which the Province and the School District were responsible.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment dDiscrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disDisabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disdisabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disdisabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment ddiscrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discriminationdiscrimination.

The Americans with Disabilities Act (ADA) is a federal law prohibiting discrimination against qualified individuals with dDisabilities Act (ADA) is a federal law prohibiting discrimination against qualified individuals with disabilitiesdisabilities.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, national origin, sexual orientation / gender identity or any other category protected by applicable federal, state or local law.

This Act additionally prohibits unjustified discrimination based on disability, stating that «a qualified individual with a disability» shall not be discriminated against during the job application or hiring process.

[i] Among other things, the ADA prohibits discrimination by child care centers and family child care providers against individuals with disabilities.

The Fourth Circuit noted that the ADA prohibits employment discrimination against a «qualified individual with a disability.»

The district court observed that the ADA prohibits discrimination against «a qualified individual with a disability.»

The court noted that the ADA forbids discrimination by covered employers against a qualified individual with a disability.

The district court stated that the ADA prohibits discrimination «against a qualified individual with a disability because of the disability of such individual» and looked to the Rehabilitation Act of 1973 and Title VII for case law guidance.

One goal of the FHA is to prohibit discrimination against, and also equalize, housing opportunities for individuals with a disability.