Final answer:
The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against individuals with disabilities and requires employers to make reasonable accommodations. It covers various physical and mental impairments that impact major life activities. The ADA has expanded over time to include protections for a broader range of disabilities.
Step-by-step explanation:
The civil rights law that prohibits discrimination based on disability and that mandates reasonable accommodations in the workplace is the Americans with Disabilities Act (ADA) of 1990. This act ensures that individuals with disabilities receive equal opportunities to participate in the workforce. The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities. Employers are required to provide reasonable accommodations for employees with disabilities, which might include modifications to the work environment, such as installing ramps, modifying equipment, restructured job responsibilities, or providing interpreters.
Moreover, the ADA has evolved over the years to cover broader aspects, including individuals with alcoholism, former drug usage, obesity, or psychiatric disabilities, emphasizing that these individuals cannot be discriminated against due to their disabilities. The law extends to public establishments, offering tax credits for businesses complying with ADA standards and imposing penalties for non-compliance.
The momentum for the ADA was built on earlier civil rights actions and legislation, such as Section 504 of the Rehabilitation Act of 1973, which initiated the legal requirement for reasonable accommodation in federally funded programs, spurring the growth of rights awareness among disabled Americans.