Websites as Facilities Under ADA Title III

Title III of the Americans with Disabilities Act requires public accommodations—private entities that offer goods or services to the public—to be accessible to individuals with disabilities. There is an ongoing debate about whether Title III applies to websites that offer services to the public, but this debate may be resolved in the coming years by litigation or Department of Justice regulations. Assuming for the sake of argument that Title III will eventually be applied to websites, the next inquiry is what that application should look like. The regulatory definition of “facilities” should be amended to include nonphysical places of public accommodations. This change would open the door to a multilayered approach to accessible websites, wherein existing websites are subject to relatively lax requirements but new and altered websites are subject to stricter requirements

The Core Film Collection: 500 Titles Selected by the FLIC Board for a Medium-Sized Public Library

published or submitted for publicatio

A Price on Volunteerism:The Public Has a Higher Duty to Accommodate Volunteers

This Comment first examines the issues presented in Bauer (including the holding that the Americans with Disabilities Act does not protect these volunteers from discrimination) and the court’s rationale for finding that volunteers are not protected under Title III. Part II explores the requirements and differences between Title I and Title III and provides some history of the definitions of “volunteer” and “employee.” Part III presents a public duty thesis arguing that the responsibility of providing accommodations should not belong solely to employers in the context of employees, or public accommodations in the context of patrons, but to all factions of society. This Comment concludes with an exploration in Part IV of the public duty thesis and how such a thesis may work under our current system

Working Effectively With Employees who Have Sustained a Brain Injury

This brochure on individuals who have sustained a brain injury and the Americans with Disabilities Act (ADA) is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, SPHR, Director, Program on Employment and Disability, School of Industrial and Labor Relations – Extension Division, Cornell University. It was updated in June, 2000 by Stephanie Hanson, Ph.D., College of Health Professions, University of Florida. The original as written by Thomas P. Golden, M.S., Program on Employment and Disability, Cornell University. Cornell University was funded in the early 1990’s by the U.S. Department of Education National Institute on Disability and Rehabilitation Research as a National Materials Development Project on the employment provisions (Title I) of the ADA (Grant #H133D10155). These updates, and the development of new brochures, have been funded by Cornell’s Program on Employment and Disability, the Pacific Disability and Business Technical Assistance Center, and other supporters

Working Effectively With Employees who Have Sustained a Brain Injury

This brochure on individuals who have sustained a brain injury and the Americans with Disabilities Act (ADA) is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, SPHR, Director, Program on Employment and Disability, School of Industrial and Labor Relations – Extension Division, Cornell University. It was updated in June, 2000 by Stephanie Hanson, Ph.D., College of Health Professions, University of Florida. The original as written by Thomas P. Golden, M.S., Program on Employment and Disability, Cornell Universit

Special Libraries, April 1953

Volume 44, Issue 4https://scholarworks.sjsu.edu/sla_sl_1953/1003/thumbnail.jp