Question

For the past 6 years, Sam's company has been a federal contractor working on equipment for the Department of Defense. The company has additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.

A. Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.
B. Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
C. Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.
D. Whatever Sam thinks, the ADA and Rehabilitation Act requirements have applied to his company for 6 years already. Adding more contracts won't change his current obligations.

Answer 1

The ADA and the Rehabilitation Act have similar requirements but apply to different employers. Sam's company, as a federal contractor, is subject to both laws and needs to meet their requirements.

Step-by-step explanation:

The ADA and the Rehabilitation Act have similar requirements, but there are some differences between the two. Both laws aim to protect the rights of disabled individuals and prevent discrimination in employment. However, the Rehabilitation Act applies specifically to federal government programs and contractors, while the ADA applies to all employers with 15 or more employees.

Under the Rehabilitation Act, companies that work on federal contracts, like Sam's company, are required to provide accommodations to disabled individuals and handle job accommodation requests. The ADA also requires employers to make reasonable accommodations for disabled workers and handle accommodation requests, but it applies to a broader range of employers.

Therefore, Sam's company, as a federal contractor, is subject to both the ADA and the Rehabilitation Act, and they need to ensure they meet the requirements of both laws.