Business owners have a tremendous task marketing their businesses, managing staff, and keeping up with the changing laws and regulations concerning labor and employment. Amended regulations, such as the 2008 ADA (Americans with Disability Act) can cause confusion and unintentional violations if not understood and properly implemented. Small business owners, in particular, may need assistance with personnel and employment issues as ADAAA (Americans with Disabilities Amended Act) compliance may vary from business to business and state to state. Although all small businesses need not comply with ADAAA regulations, many small businesses must. Small business owners in Pittsburgh can settle their concerns about possible ADA violation by allowing Pittsburgh attorneys to review their employment policy in light of the current labor and employment law in Pittsburgh.
ADA Changes May Affect Small Business Employment Procedures
The ADA prohibits employment discrimination against handicapped or disabled persons. This law makes it unlawful for an employer to refuse to hire or terminate individuals based on a mental or physical handicap, even with regards to terms, conditions, opportunities, or compensation. ADA regulations guarantee equal opportunity for these individuals in public accommodations, transportation, telecommunications, and State and local government services.

Since its enactment in 2008, court interpretations defining “disability” varied so greatly further explanation of the term became a necessity. The ADAAA was constructed as an amendment redefining “disability”, which now includes any physical or mental impairment that substantially impedes at least one or more major life activities (walking, standing, sitting, eating, working, etc.). Although the ADAAA became effective in March of 2011, state and local laws may cause variations and deviations across the nation. Small businesses and private organizations may be subject to different guidelines. Pittsburgh attorneys schooled in local and state laws can shed better light on the current employment law in Pittsburgh for Pittsburgh small businesses.
Ensure Your Business Meet Requirements for Employment Law in Pittsburgh
According to 2011 statistics, the Equal Employment Opportunity Commission (EEOC) received record breaking charges of employment discrimination in 2010, the highest number of discrimination charges since the Agency’s founding in 1965. The increasing number of disability claims is presumably due to the now broadened definition of “disability” by the ADAAA. Claimants can more easily bring a disability discrimination charge under the new regulations.

In light of the ADAAA’s expansion of the definition of “disability” and the resultant statistics, small businesses should take every precaution to comply with current employment laws. A review of EEOC requirements for small businesses is a good start. A revamp of employment policies regarding disabilities may also be in order. Pittsburgh attorneys can help update current policies or create new policies to ensure that small businesses do comply with the current employment law in Pittsburgh.

Loraine D. is a freelance writer for Maiello Brungo & Maiello (MB&M) Law office, Pittsburgh attorneys specializing in preventive law. MB&M helps clients reduce the potential for conflicts through proactive counseling and guideline planning. Our Labor and Employment team is ready to assist you with the labor and employment law Pittsburgh. Let us help you prevent legal oversights. Contact us today.