DSA has updated its CBC Advisory Manual and the Expanded Table of Contents to include the provisions adopted by the California Building. For Accessibility (PDF. CA State Parks Accessibility Guidelines 2015.

On this Page: • • • • • In accordance with the requirements of Title II of the Americans with Disabilities Act of 1990 (ADA), the California Department of Conservation (DOC) will not discriminate against individuals with disabilities on the basis of their disability in its programs, services, or activities. Employment DOC does not discriminate on the basis of disability in its hiring or employment practices and complies with all federal and state laws. DOC has a separate Equal Employment Opportunity Policy and Discrimination Complaint Procedures which governs employment and complaints of disability discrimination. Effective Communication DOC will generally, upon request, provide appropriate aids and services leading to effective communication for qualified persons with disabilities so they can participate equally in DOC’s programs, services, and activities, including qualified sign language interpreters, documents in Braille, and other ways of making information and communication accessible to people who have speech, hearing, or vision impairments. Modifications to Policies and Procedures DOC will make all reasonable modifications to policies and programs to ensure that people with disabilities have an equal opportunity to enjoy all of its programs, services, and activities.

For example, individuals with service animals are welcomed at DOC offices, even where pets are generally prohibited. Anyone who requires an auxiliary aid or service for effective communication, or a modification of policies or procedures to participate in a program, service or activity of DOC, should contact Elaine Austin, ADA Coordinator, at (916) 324​​​-9378 or by email within 10 days before the scheduled event or need. The ADA does not require DOC to take any action that would fundamentally a​lt​er the nature of its programs or services or impose an undue hardship. Complaints that a program, service, or activity of DOC is not accessible to persons with disabilities should be directed to Elain Austin, ADA Coordinator,​ at (916) 32 4-9378 or by email. DOC will not place a surcharge on individuals requesting auxiliary aids/services or reasonable modifications of policy that is not also extended to persons without disabilities. This Complaint Procedure is established to meet the requirements of Title II of the Americans with Disabilities Act of 1990 (ADA).

It may be used by anyone who wishes to file a complaint alleging discrimination on the basis of disability in the provision of services, activities, programs, or benefits by the California Department of Conservation (DOC). DOC has a separate procedure governing employment for employees and applicants. The complaint should be in writing and contain information about the alleged discrimination such as name, address, phone number of complainant and location, date, and description of the problem. Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint is acceptable for persons with disabilities upon request. The complainant and/or his/her designee should submit the complaint as soon as possible but no later than 60 calendar days after the alleged violation to: Elaine Austin ADA Coordinator​​ California Department of Conservation 801 K Street Sacramento, CA 98514 (916) 324-9378 Within 15 calendar days after receipt of the complaint, the ADA Coordinator or designee will meet with the complainant to discuss the complaint and the possible resolutions. Within 15 calendar days of the meeting, the ADA Coordinator or designee will respond in writing, and where appropriate, in a format accessible to the complainant, such as large print, Braille, or audio tape.

The response will explain the position of DOC and offer options for resolution of the complaint. If the response by the Department’s ADA Coordinator does not satisfactorily resolve the issue, the complainant and/or his/her designee may appeal the decision within 15 calendar days with the Director or his/her designee. Within 15 calendar days of receipt of the appeal, the Director or his/her designee will meet with the complainant to discuss the complaint and possible resolutions.

Within 15 calendar days after the meeting, the Director or designee will provide a written response of the final resolution of the complaint. All written complaints received by the ADA Coordinator, the appeals and responses will be retained by DOC for at least three years. In accordance with the California Government Code and ADA requirements, this document can be made available in Braille, large print, compact disk, or tape cassette as a disability-related reasonable accommodation for individuals with disabilities. Please contact Elaine Austin at (916) 32 4-9378​ or California Relay Service “711” with your specific request or email. We believe the California State Portal satisfies all Priority 1, 2, and 3 guidelines, for 'AAA' compliance of the World Wide Web Consortium (W3C), Web Content Accessibility Guidelines 1.0.

In addition, the California Portal satisfies, Subpart B, Subsection 1194.22, Guidelines A-P of the Rehabilitation Act of 1973 as revised in 1998. The State of California is strongly committed to improved accessibility for all Californians.

The State of California accepts no responsibility for the content or accessibility of the external websites or external documents linked to on this website. As directed by Executive Order D-17-00 issued on September 8, 2000, a comprehensive eGovernment initiative was launched that requires every agency and department to adhere to technical standards for accessible Web design and compatibility.

The Accessibility Guide enables the State to utilize the best tools and design available to ensure that the content of the new California portal can be reached by the widest possible audience regardless of disability, limitations of computer equipment or use of alternate Internet access devices. In addition, State accessibility guidelines enable agencies to meet State and Federal statutory requirements prohibiting discrimination against people with disabilities in the design of both Internet and Intranet web sites. For example, California Government Code Section 11135 et seq. Prohibits discrimination by entities receiving funding from the State of California. Likewise, Federal requirements mandating access for persons with disabilities were first imposed on State recipients of Federal funding by the Rehabilitation Act of 1973. Today there are numerous Federal statutes and regulations extending civil rights protections to persons with disabilities, including the Americans with Disabilities Act of 1990 (ADA), as well as the 1998 Amendments to the, where specific technical requirements for accessible web design have been published by the U.S. Access Board.

This is important since of the ADA recognizes the importance of communication and the necessity of the State of California to take appropriate steps to ensure that communications with persons with disabilities are as effective as communications with others. Between 17% and 19% of United States citizens have some level of disability.

In fact, about l out of 5 Americans have some form of disability and 1 in 10 have a severe disability. These 1997 statistics by the U.S. Census Bureau also report that with the population aging and the likelihood that disabilities can increase with age, the growth in the number of people with disabilities is expected to accelerate in the coming decades.

See, December 1997. To have effective communication with the widest audience possible, this Accessibility Guide provides assistance in how to use alternate forms of communication. Disabilities can fall into four basic categories: • Blind/Low Vision. Assistive computer technology for this audience includes screen readers, refreshable Braille displays and screen magnifiers. To assist with accessibility for Blind/Low Vision population, features such as keyboard navigation, scalability of font size, fuzzy searches, alt tags and high contrast between the background and the text are helpful.

• Deaf/Hard of Hearing. To assist with accessibility for people with hearing loss, captioning synchronized with multimedia as well as volume control enable accessibility. Assistive computer technology for this audience includes one-handed keyboards, head/mouth sticks and eye tracking. Keyboard navigation as well as voice recognition software may be used by this population to help navigate through a web site. • Cognitive and Specific Learning Disabilities.

To appeal to a highly diverse audience, with varying levels of ability, use the following design principles: Simple navigation, consistency in content presentation, clear labels, meaningful content, executive summaries at top of long documents and vocabulary understood by a wide audience. This web site contains links to PDF documents that require the most current version of Adobe Reader to view. The Adobe Acrobat Reader may already be installed on your computer as a 'plug-in' or 'helper application' for your web browser. To find out, click on the 'PDF' link for the document you are interested in. If the Adobe Acrobat Reader is properly installed on your computer, the Reader will either download or automatically open a PDF copy of the document, depending on your browser and how it is configured.

If the Adobe Acrobat Reader is not installed on your computer, it can be found, free of charge, at the. If you are using a screen reader, you may find it will not read some documents in PDF format. Adobe provides a web site that will convert non-accessible PDF files to a format that is useable with a screen reader. The Adobe Access site is located at, and the tool can also be added to your computer as a 'plug-in'. Taj Mahal Tamil Movie Theme Music Free Download.

But the digital divide does not just affect people with disabilities. People without disabilities who have busy hands or eyes, poor lighting or noisy surroundings will find the California portal very user-friendly.

People with slow modems, older browsers, or those using alternate internet access devices (e.g., cellular telephones, personal digital assistants, etc.) will also benefit from a highly accessible web site. This Accessibility Guide will continue to be updated as technology evolves and new tools and resources for accessibility are developed.

( 853 KB) The ADA National Network Disability Law Handbook Created by Jacquie Brennan Southwest ADA Center A program of ILRU This handbook is a broad overview of rights and obligations under federal disability laws. Individual state laws may impose more stringent obligations. This handbook is intended to inform rather than to advise, and the information provided is of a general nature.

You should consult an attorney for advice about your particular situation. Acknowledgments The Southwest ADA Center is a program of ILRU (Independent Living Research Utilization) at TIRR Memorial Hermann in Houston, Texas. It is funded by a grant (#H133A110027) from the Department of Education’s National Institute on Disability and Rehabilitation Research (NIDRR). NIDRR is not an enforcement agency.

Southwest ADA Center 2323 S. Shepherd, Suite 1000 Houston, Texas 77019 713.520.0232 800.949.4232 The Southwest ADA Center is part of a national network of ten regional that provide up-to-date information, referrals, resources, and training on the Americans with Disabilities Act (ADA). The centers serve a variety of audiences, including businesses, employers, government entities, and individuals with disabilities. You can reach your regional ADA Center via a national toll free hotline at 1-800-949-4232 (voice/TTY) or visit the ADA National Network website. The Southwest ADA Center would like to thank Nancy Horton, LaWanda Cook, Alan Goldstein, Sharan Brown, Irene Bowen, Marilyn Golden, Kathy Gipps, Sharon Brent, Lillian Sutton-Mbionwu, Betty Siegel, Peter Berg, Kleo King, Pam Williamson, and the ADA Knowledge Translation Center at the University of Washington for their assistance in producing this handbook.

Copyright © 2015. All rights reserved. The information in this book is intended solely as informal guidance and is neither a determination of your legal rights or responsibilities under the Americans with Disabilities Act or other laws, nor binding on any agency with enforcement responsibility under the ADA and other disability-related laws. This book is dedicated to Wendy Wilkinson. But for Wendy, this little book would not exist. FOREWORD Disability law is an area of law that overlaps with many other areas of law – including employment law, administrative law, elder law, consumer law, construction law, insurance law, school law, health law, social security law, and civil rights law.

Individuals with disabilities are a protected class under civil rights laws, and it is the one protected class that anyone can join, usually involuntarily, at any point in their lives. It is my hope that this book, which is a very broad brush look at disability law, will find its way into the hands of both individuals who have disabilities and entities that have obligations under various disability laws. This book is meant to provide basic information about disability rights, as well as resources for finding out more. Jacquie Brennan Attorney Southwest ADA Center Jacquie Brennan is an attorney with the Southwest ADA Center.

A graduate of the University of Houston Law Center, her interest in disability law started with her nine children, the youngest five of whom are adopted and have different kinds of disabilities. Jacquie is also the Director of the Paralegal Certificate Program at the University of Houston. Jacquie is the President of the Board of Directors of A Simple Thread. She also serves on the Bioethics Committee of Texas Children’s Hospital. The Americans with Disabilities Act: An Overview When did the ADA become a law?

The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990. Some parts of the ADA didn’t go into effect until after that date to give entities time to comply with the law, but those compliance deadlines have passed.

What kind of law is the ADA? The ADA is a comprehensive civil rights law. It prohibits discrimination on the basis of disability in employment, state and local government programs, public accommodations, commercial facilities, transportation, and telecommunications. What is the definition of disability under the ADA? It is important to remember that in the context of the ADA, “disability” is a legal term rather than a medical one.

Because it has a legal definition, the ADA’s definition of disability is different from how disability is defined under some other laws. The ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activity. This includes people who have a record of such an impairment, even if they do not currently have a disability. It also includes individuals who do not have a disability but are regarded as having a disability. The ADA also makes it unlawful to discriminate against a person based on that person’s association with a person with a disability. What do you mean by “association with a person with a disability”?

For example, if I do not have a disability, but I work in an HIV clinic, it would not be legal for someone to discriminate against me based on the fact that I work with, or “associate” with, people who have HIV. What are major life activities? Major life activities are those functions that are important to most people’s daily lives. Examples of major life activities are breathing, walking, talking, hearing, seeing, sleeping, caring for one’s self, performing manual tasks, and working. Major life activities also include major bodily functions such as immune system functions, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.

What does a “record of” a disability mean? “Record of” means that the person has a history of, or has been misclassified as having, a mental or physical impairment that substantially limits one or more major life activities, even though the person does not currently have a disability. Can you give me an example of someone who has a “record of” a disability without having a current disability? A man, who is in line for a promotion, has a history of cancer treatment, although he is now free of cancer. He is not given the promotion because his bosses are worried that, if his cancer returns, he won’t be able to do the job. He does not, at this point, meet the first part of the definition of disability because he does not have a physical or mental impairment that substantially limits one or more major life activities. However, based on his “record of” a disability, he is being discriminated against.

What does “regarded as” having a disability mean? “Regarded as” means that the person either: • Has an impairment that does not substantially limit a major life activity; • Has an impairment that substantially limits a major life activity only as a result of the attitudes of others toward them; or • Does not have any impairment, but is treated by an entity as having an impairment. Can you give me an example of someone who is “regarded as” having a disability? A woman applies for a job as a customer service representative at a department store.

Her face is badly scarred from an automobile accident. The interviewer doesn’t want to give her the job, in spite of her skills and experience, because he thinks customers will be uncomfortable looking at her. She is not substantially limited in any major life activity, but the interviewer is “regarding her as” if she has a disability.

Are all people who have disabilities covered by the ADA? I’ll give you the “lawyer answer” – it depends. All people who meet the ADA definition of disability are covered by the ADA in general, but they still may not have rights under particular sections of the ADA. For example, there is a section of the ADA that deals only with employment discrimination. If a person with a disability is not employed and is not seeking employment, then that person would not necessarily be covered by that part of the ADA, although the person would be covered by other parts of the ADA.

Are psychiatric disabilities covered, too? Yes, the ADA definition of disability includes mental, as well as physical, impairments. How many people in the United States have a disability? According to the Survey of Income and Program Participation (SIPP) data, approximately 54 million Americans have a disability. What kinds of things does the ADA cover?

The ADA is divided into five sections called “titles.” Each title covers a different area. Title I covers employment. Title II covers state and local government programs. Title III covers places of public accommodation. Title IV covers telecommunications. Title V has several miscellaneous provisions that cover things like retaliation and attorney fees. I heard there is a new ADA.

Is this book about the new ADA or the old ADA? Actually, what you might have heard called the “new ADA” is really called The ADA Amendments Act – or the ADAAA. After the ADA was originally passed in 1990, cases started being filed and ending up in courts. Some were appealed all the way to the U.S. Supreme Court.

Rulings by the Supreme Court, as well as lower courts, began to narrow the definition of disability. Whether a person had a disability in order to sue became the focus of most disputes under the ADA. Congress never intended for it to be that way.

The focus of the ADA was supposed to be on access and accommodation, not on whether the person really had a disability. Finepix Series Usb Driver Windows 8. Congress had not foreseen the ways in which the courts would narrowly interpret, and ultimately change, the definition. So the ADAAA was passed in 2008 and essentially overturned those Supreme Court cases that narrowed the definition of disability. Congress made clear that the definition must be “construed in favor of broad coverage of individuals” with disabilities. So rather than this being a “new ADA,” it really is just going back to the way Congress meant the ADA to be when it was first written and passed in 1990.

Where can I get more information about the ADA? There is a Resource Section in the back of this book. You can always call your regional ADA Center at 800.949.4232 with questions or to request in-person training. You can also learn more about the ADA and your regional ADA Center by visiting the ADA National Network website,. Employment and the ADA As long as I meet the ADA definition of disability, am I covered by Title I? Not necessarily.

Because Title I is about employment, a person must meet the definition of disability and must also be qualified for the job. There are two components to being qualified. First, you need to have the skill, experience, education, and other job-related requirements for the position. For example, it’s legal for an employer to require that a person applying for the job of a foreign language translator be able to translate a foreign language. The other component of being qualified, in terms of employment, is that you must be able to perform the essential functions of the job, with or without reasonable accommodation. In other words, getting a reasonable accommodation could make you qualified for the job. For example, a person who is deaf may be qualified to the perform the essential functions of a customer service representative once s/he receives the opportunity to use a video relay service and specialized computer software as a reasonable accommodation.

What are the “essential functions” of a job? Essential functions are the basic job duties. ADA Regulations say that the following things should be taken into consideration when determining whether a job function is essential: • The employer’s judgment about which functions are essential; • Job descriptions that were written before a job was posted; • The amount of time spent performing the function; • The consequences of not requiring the person to perform the function; • The terms of a collective bargaining agreement; and • The work experience of others who have had, or currently hold, the same or similar positions. Are all employers covered by Title I of the ADA? Title I of the ADA only applies to private employers with 15 or more employees, all state and local governments, employment agencies, and labor unions. Some state and local laws apply to private employers with fewer than 15 employees.

Check whether your state, county, or city has a human rights act or other law that prohibits discrimination against individuals with disabilities. What kinds of employment practices are covered by Title I of the ADA? All of them – applying for a job, hiring, firing, promotions, compensation, training, recruitment, advertising, layoffs, leave, employee benefits, company functions, and all other benefits, conditions and privileges of employment are covered. When should I tell an employer that I have a disability? Generally, disclosure is discouraged during the application process, unless you need an accommodation during that process. Once you are hired, you are not legally required to disclose a disability to your employer unless you request a reasonable accommodation. In light of the myths and stereotypes that still exist about people with disabilities, carefully consider the risks and benefits of disclosure before doing so.

Can an employer make me have a medical exam or ask questions about my disability? The answer depends on where you are in the employment process. If you are a job applicant, the potential employer may not ask you to take a medical exam or ask any disability-related questions. The employer may ask questions about your ability to perform specific job functions, including asking you to describe or demonstrate how you would perform those functions. If you have gotten a conditional job offer, the employer may require you to take a medical exam or answer disability-related questions if the employer requires the same thing of all employees in the same job category.

In fact, the employer can even condition an offer of employment on the results of the medical exam, again, so long as the exam is required for everybody. If you are a current employee, the employer may require you to undergo a medical exam only if it is job-related and consistent with business necessity. The employer may also ask questions about your ability to perform the functions of the job. What is a reasonable accommodation? A reasonable accommodation is any kind of modification or adjustment to a job or to the work environment that makes it possible for a qualified applicant or employee with a disability to either participate in the job application process, enjoy equal benefits and privileges of employment, or to perform essential job functions. Can you give me some examples of reasonable and unreasonable accommodations?

Examples of reasonable accommodations include: making the workplace accessible to and usable by an employee with a disability, restructuring a job, modifying work schedules, providing qualified readers for individuals who are blind, providing sign language interpreters to people who are deaf, providing periods of leave for treatment, or modifying equipment. Reassignment to a vacant position can also be a reasonable accommodation, although it is generally considered to be a last resort to be sought only if an employee cannot perform the essential job functions even with a reasonable accommodation. It is not reasonable for an employer to lower quality or quantity standards as a reasonable accommodations, and employers are not required to provide personal use items needed outside the workplace, such as eyeglasses, wheelchairs, or hearing aids. Is telecommuting a reasonable accommodation?

Telecommuting may be a reasonable accommodation depending on the kind of job you have and whether the essential functions of the job can be performed off-site.