            U.S. Equal Employment Opportunity Commission

                 The Americans with Disabilities Act
                        Questions and Answers

          U.S. Department of Justice, Civil Rights Division

Introduction

Barriers to employment, transportation, public accommodations, 
public services, and telecommunications have imposed staggering 
economic and social costs on American society and have undermined 
our well-intentioned efforts to educate, rehabilitate, and employ 
individuals with disabilities. By breaking down these barriers, the 
Americans with Disabilities Act will enable society to benefit from 
the skills and talents of individuals with disabilities, will allow 
us all to gain from their increased purchasing power and ability to 
use it, and will lead to fuller, more productive lives for all 
Americans.

The Americans with Disabilities Act gives civil rights protections 
to individuals with disabilities similar to those provided to 
individuals on the basis of race, sex, national origin, age, and 
religion. It guarantees equal opportunity for individuals with 
disabilities in public accommodations, employment, transportation, 
State and local govemment services, and telecommunications.

Fair, swift, and effective enforcement of this landmark civil rights 
legislation is a high priority of the Bush Administration. This 
booklet is designed to provide answers to some of the most often 
asked questions.

Dick Thornburgh                        Evan J. Kemp
Attorney General                       Chairman, U.S. Equal
                                       Opportunity Commission

This publication was printed with the generous support of the 
National Institute on Disability and Rehabilitation Research

July, 1991

Contents



Questions and Answers
       Employment                             1
       Public Accommodations                  9
       Miscellaneous                         16
Resources                                    18



                             EMPLOYMENT

Q. What employers are covered by the ADA, and when is the coverage 
effective?

A. The employment provisions apply to private employers, state and 
local govemments, employment agencies, and labor unions. Employers 
with 25 or more employees will be covered starting July 26, 1992, 
when the employment provisions go into effect. Employers with 15 or 
more employees will be covered two years later, beginning July 26, 
1994.

Q. What practices and activities are covered by the employment 
nondiscrimination requirements?

A. The ADA prohibits discrimination in all employment practices, 
including job application procedures, hiring, firing, advancement, 
compensation, training, and other terms, conditions, and privileges 
of employment. It applies to recruitment, advertising, tenure, 
layoff, leave, fringe benefits, and all other employment-related 
activities.

Q. Who is protected against employment discrimination?

A. Employment discrimination is prohibited against "qualified 
individuals with disabilities." Persons discriminated against 
because they have a known association or relationship with a 
disabled individual also are protected. The ADA defines an 
"individual with a disability" as a person who has a physical or 
mental impairment that substantially limits one or more major life 
activities, a record of such an impairment, or is regarded as having 
such an impairment.

The first part of the definition makes clear that the ADA applies to 
persons who have substantial, as distinct from minor, impairments, 
and that these must be impairments that limit major life activities 
such as seeing, hearing, speaking, walking, breathing, performing 
ual tasks, learning, caring for oneself, and working. An individual 
with epilepsy, paralysis, a substantial hearing or visual 
impairment, mental retardation, or a learning disability would be 
covered, but an individual with a minor, nonchronic condition of 
short duration, such as a sprain, infection, or broken limb, 
generally would not be covered.

The second part of the definition would include, for example, a 
person with a history of cancer that is currently in remission or a 
person with a history of mental illness.

The third part of the definition protects individuals who are 
regarded and treated as though they have a substantially limiting 
disability, even though they may not have such an impairment. For 
example, this provision would protect a severely disfigured 
qualified individual from being denied employment because an 
employer feared the "negative reactions" of others.

Q.  Who is a "qualified individual with a disability"?

A. A qualified individual with a disability is a person who meets 
legitimate skill, experience, education, or other requirements of an 
employment position that he or she holds or seeks, and who can 
perform the "essential functions" of the position with or without 
reasonable accommodation. Requiring the ability to perform 
"essential" functions assures that an individual will not be 
considered unqualified simply because of inability to perform 
marginal or incidental job functions. If the individual is qualified 
to perform essential job functions except for limitations caused by 
a disability, the employer must consider whether the individual 
could perform these functions with a reasonable accommodation. If a 
written job description has been prepared in advance of advertising 
or interviewing applicants for a job, this will be considered as 
evidence, although not necessarily conclusive evidence, of the 
essential functions of the job.

Q.  Does an employer have to give preference to a qualified 
applicant with a disability over other applicants?

A. No. An employer is free to select the most qualified applicant 
avail able and to make decisions based on reasons unrelated to the 
existence or consequence of a disability. For example, if two 
persons apply for a job opening as a typist, one a person with a 
disability who accurately types 50 words per minute, the other a 
person without a disability who accurately types 75 words per 
minute, the employer may hire the applicant with the higher typing 
speed, if typing speed is needed for successtu] performance of the 
job.

Q.  What is "reasonable accommodation"?

A.  Reasonable accommodation is any modification or adjustment to a 
job or the work environment that will enable a qualified applicant 
or employee with a disability to participate in the application 
process or to perform essential job functions. Reasonable 
accommodation also includes adjustments to assure that a qualified 
individual with a disability has the same rights and privileges in 
employment as nondisabled employees.

Q.  What kinds of actions are required to reasonably accommodate 
applicants and employees?

A. Examples of reasonable accommodation include making existing 
facilities used by employees readily accessible to and usable by all 
individual with a disability; restructuring a job; modifying work 
schedules; acquiring or modifying equipment; providing qualified 
readers or interpreters; or appropriately modifying examinations, 
training, or other programs. Reasonable accommodation also may 
include reassigning a current employee to a vacant position for 
which the individual is qualified, if the person becomes disabled 
and is unable to do the original job. However, there is no 
obligation to find a position for an applicant who is not qualified 
for the position sought. Employers are not required to lower quality 
or quantity standards in order to make an accommodation, nor are 
they obligated to provide personal use items such as glasses or 
hearing aids.

The decision as to the appropriate accommodation must be based on 
the particular facts of each case. In selecting the particular type 
of reasonable accommodation to provide, the principal test is that 
of effectiveness, i.e., whether the accommodation will enable the 
person with a disability to do the job in question.

Q.  Must employers be familiar with the many diverse types of 
disabilities to know whether or how to make a reasonable 
accommodation?

A.  No. An employer is only required to accommodate a "known" 
disability of a qualified applicant or employee. The requirement 
generally will be triggered by a request from an individual with a 
disability, who frequently can suggest an appropriate accommodation. 
Accommodations must be made on an individual basis, because the 
nature and extent of a disabling condition and the requirements of 
the job will vary in each case. If the individual does not request 
an accommodation, the employer is not obligated to provide one. If a 
disabled person requests, but cannot suggest, an appropriate 
accommodation, the employer and the individual should work together 
to identify one. There are also many public and private resources 
that can provide assistance without cost.

Q.  What are the limitations on the obligation to make a reasonable 
accommodation?

A.  The disabled individual requiring the accommodation must be 
otherwise qualified, and the disability must be known to the 
employer. In addition, an employer is not required to make an 
accommodation if it would impose an "undue hardship" on the 
operation of the employer's business. "Undue hardship" is defined as 
"an action requiring significant difficulty or expense" when 
considered in light of a number of factors. These factors include 
the nature and cost of the accommodation in relation to the size, 
resources, nature, and structure of the employer's operation. Where 
the facility making the accommodation is part of a larger entity, 
the structure and overall resources of the larger organization would 
be considered, as well as the financial and administrative 
relationship of the facility to the larger organization. In general, 
a larger employer would be expected to make accommodations requiring 
greater effort or expense than would be required of a smaller 
employer.

Q.  Must an employer modify existing facilities to make them 
accessible?

A.  An employer may be required to modify facilities to enable an 
individual to perform essential job functions and to have equal 
opportunity to participate in other employment-related activities. 
For example, if an employee lounge is located in a place 
inaccessible to a person using a wheelchair, the lounge might be 
modified or relocated, or comparable facilities might be provided in 
a location that would enable the individual to take a break with 
coworkers.

Q.  May an employer inquire as to whether a prospective employee is 
disabled?

A.  An employer may not make a preemployment inquiry on an 
application form or in an interview as to whether, or to what 
extent, an individual is disabled. The employer may ask a job 
applicant whether he or she can perform particular job functions. If 
the applicant has a disability known to the employer, the employer 
may ask how he or she can perform job functions that the employer 
considers difficult or impossible to perform because of the 
disability, and whether an accommodation would be needed. A job 
offer may be conditioned on the results of a medical examination, 
provided that the examination is required for all entering employees 
in the same job category regardless of disability, and that 
information obtained is handled according to confidentiality 
requirements specified in the Act. After an employee enters on duty, 
all medical examinations and inquiries must be job related and 
necessary for the conduct of the employer's business. These 
provisions of the law are intended to prevent the employer from 
basing hiring and employment decisions on unfounded assumptions 
about the effects of a disability.

Q.  Does the ADA take safety issues into account?

A.  Yes. The ADA pcrinits employers to establish qualification 
standards that will exclude individuals who pose a direct threat -- 
i.e., a significant risk -- to the health and safety of the 
individual or of others, if that risk cannot be lowered to an 
acceptable level by reasonable accommodation. However, an employer 
may not simply assume that a threat exists; the employer must 
establish through objective, medically supportable methods that 
there is genuine risk that substantial harm could occur in the 
workplace. By requiring employers to make individualized judgments 
based on reliable medical or other objective evidence rather than on 
generalizations, ignorance, fear, patronizing attitudes, or 
stereotypes, the ADA recognizes the need to balance the interests of 
people with disabilities against the legitimate interests of 
employers in maintaining a safe workplace.
Q.  Can an employer refuse to hire an applicant or fire a current 
employee who is illegally using drugs?

A.  Yes. Individuals who currently engage in the illegal use of 
drugs are specifically excluded from the definition of a "qualified 
individual with a disability" protected by the ADA when an action is 
taken on the basis of their drug use.

Q.  Is testing for illegal drugs permissible under the ADA?

A.  Yes. A test for illegal drugs is not considered a medical 
examination under the ADA; therefore, employers may conduct such 
testing of applicants or employees and make employment decisions 
based on the results. The ADA does not encourage, prohibit, or 
authorize drug tests.

Q.  Are people with AIDS covered by the ADA?

A.  Yes. The legislative history indicates that Congress intended 
the ADA to protect persons with AIDS and HIV disease from 
discrimination.

Q.  How does the ADA recognize public health concerns?

A.  No provision in the ADA is intended to supplant the role of 
public health authorities in protecting the community from 
legitimate health threats. The ADA recognizes the need to strike a 
balance between the right of a disabled person to be free from 
discrimination based on unfounded fear and the right of the public 
to be protected.

Q.  What is discrimination based on "relationship or association"?

A.  The ADA prohibits discrimination based on relationship or 
association in order to protect individuals from actions based on 
unfounded assumptions that their relationship to a person with a 
disability would affect their job performance, and from actions 
caused by bias or mi sinformation conceming certain disabilities. 
For example, this provision would protect a person with a disabled 
spouse from being denied employment because of an employer's 
unfounded assumption that the applicant would use excessive leave to 
care for the spouse. It also would protect an individual who does 
volunteer work for people with AIDS from a discriminatory employment 
action motivated by that relationship or association.

Q.  Will the ADA increase litigation burdens on employers?

A.  Some litigation is inevitable. However, employers who use the 
period prior to the effective date of employment coverage to adjust 
their policies and practices to conform to ADA requirements will be 
much less likely to have serious litigation concems. In drafting the 
ADA, Congress relied heavily on the language of the Rehabilitation 
Act of 1973 and its implementing regulations. There is already an 
extensive body of law interpreting the requirements of that Act to

which employers can tum for guidance on their ADA obligations. The 
Equal Employment Opportunity Commission will issue specific 
regulatory guidance one year before the ADA's employment 
provisions take effect, publish a technical assistance manual with 
guidance on how to comply, and provide other assistance to help 
employers meet ADA requirements. Equal employment opportunity for 
people with disabilities will be achieved most quickly and 
effectively through widespread voluntary compliance with the law, 
rather than through reliance on litigation to enforce compliance.

Q.  How will the employment provisions be enforced?

A. The employment provisions of the ADA will be enforced under the 
same procedures now applicable to race, sex, national origin, and 
religious discrimination under title VII of the Civil Rights Act 
of 1964. Complaints regarding actions that occur after July 26, 
1992, may be filed with the Equal Employment Opportunity 
Commission or designated State human rights agencies. Available 
remedies will include hiring, reinstatement, back pay, and court 
orders to stop discrimination.


                       PUBLIC ACCOMODATIONS

Q.  What are public accommodations?

A.  Public accommodations are private entities that affect 
commerce. The ADA public accommodations requirements extend, 
therefore, to a wide range of entities, such as restaurants, 
hotels, theaters, doctors' offices, pharmacies, retail stores, 
museums, libraries, parks, private schools, and day care centers. 
Private clubs and religious organizations are exempt from the 
ADA's requirements for public accommodations.

Q.  Will the ADA have any effect on the eligibility criteria used 
by public accommodations to determine who may receive services?

A.  Yes. If a criterion screens out or tends to screen out 
individuals with disabilities, it may only be used if necessary 
for the provision of the services. For instance, it would be a 
violation for a retail store to have a rule excluding all deaf 
persons from entering the premises, or for a movie theater to 
exclude all individuals with cerebral palsy. More subtle forms of 
discrimination are also prohibited. For example, requiring 
presentation of a driver's license as the sole acceptable means of 
identification for purposes of paying by check could constitute 
discrimination against individuals with vision impairments. This 
would be true if such individuals are ineligible to receive 
licenses and the use of an alternative means of identification is 
feasible.

Q.  Does the ADA allow public accommodations to take safety 
factors into consideration in providing services to individuals 
with disabilities?

A.  The ADA expressly provides that a public accommodation may 
exclude an individual, if that individual poses a direct threat to 
the health or safety of others that cannot be mitigated by 
appropriate modifications in the public accommodation's policies 
or procedures, or by the provision of auxiliary aids. A public 
accommodation will be permitted to establish objective safety 
criteria for the operation of its business; however, any safety 
standard must be based on objective requirements rather than 
stereotypes or generalizations about the ability of persons with 
disabilities to participate in an activity.

Q.  Are there any limits on the kinds of modifications in 
policies, practices, and procedures required by the ADA?

A.  Yes. The ADA does not require modifications that would 
fundamentally alter the nature of the services provided by the 
public accommodation. For example, it would not be discriminatory 
for a physician specialist who treats only burn patients to refer 
a deaf individual to another physician for treatment of a broken 
limb or respiratory ailment. To require a physician to accept 
patients outside of his or her specialty would fundamentally alter 
the nature of the medical practice.

Q.  What kinds of auxiliary aids and services are required by the 
ADA to ensure effective communication with individuals with 
hearing or vision impairments?

A.  Appropriate auxiliary aids and services may include services 
and devices such as qualified interpreters, assistive listening 
devices, notetakers, and written materials for individuals with 
hearing impairments; and qualified readers, taped texts, and 
Brailled or large print materials for individuals with vision 
impairments.

Q.  Are there any limitations on the ADA's auxiliary aids 
requirements?

A.  Yes. The ADA does not require the provision of any auxiliary 
aid that would result in an undue burden or in a fundamental 
alteration in the nature of the goods or services provided by a 
public accommodation. However, the public accommodation is not 
relieved from the duty to fumish an altemative auxiliary aid, if 
available, that would not result in a fundamental alteration or 
undue burden. Both of these limitations are derived from existing 
regulations and caselaw under section 504 and are to be determined 
on a case-by-case basis.
Q.  Will restaurants be required to have Brailled menus?

A.  No, not if waiters or other employees are made available to 
read the menu to a blind customer.

Q.  Will a clothing store be required to have Brailled price tags?

A.  No. Sales personnel could provide price information orally 
upon request.

Q.  Will a bookstore be required to maintain a sign language 
interpreter on its staff in order to communicate with deaf 
customers?

A.  No, not if employees communicate by pen and notepad when 
necessary.

Q.  Are there any limitations on the ADA's barrier removal 
requirements for existing facilities?

A.  Yes. Barrier removal need only be accomplished when it is 
"readily achievable" to do so.

Q.  What does the term "readily achievable" mean?

A.  It means "easily accomplishable and able to be carried out 
without much difficulty or expense."

Q.  What are examples of the types of modifications that would be 
readily achievable in most cases?

A.  Examples include the simple ramping of a few steps, the 
installation of grab bars where only routine reinforcement of the 
wall is required, the lowering of telephones, and similar modest 
adjustments.

Q.  Will businesses need to rearrange furniture and display racks?

A.  Possibly. For example, restaurants may need to rearrange 
tables and department stores may need to adjust their layout of 
racks and shelves in order to permit wheelchair access.

Q.  Will businesses need to install elevators?

A.  Businesses are not required to retrofit their facilities to 
install elevators unless such installation is readily achievable, 
which is unlikely in most cases.

Q.  When barrier removal is not readily achievable, what kinds of 
alternative steps are required by the ADA?

A.  Alternatives may include such measures as in-store assistance 
for removing articles from high shelves, home delivery of 
groceries, or coming to the door to receive or return dry 
cleaning.
Q.  Must alternative steps be taken without regard to cost?

A.  No, only readily achievable alternative steps must be 
undertaken.

Q.  How is "readily achievable" determined in a multisite 
business?

A.  In determining whether an action to make a public 
accommodation accessible would be "readily achievable," the 
overall size of the parent corporation or entity is only one 
factor to be considered. The ADA also permits consideration of the 
financial resources of the particular facility or facilities 
involved and the administrative or fiscal relationship of the 
facility or facilities to the parent entity.

Q.  Who has responsibility for removing barriers in a shopping 
mall, the landlord who owns the mall or the tenant who leases the 
store?

A.  Legal responsibility for removing barriers depends upon who 
has legal authority to make alterations, which is generally 
determined by the contractual agreement between the landlord and 
tenant. In most cases the landlord will have full control over 
common areas.

Q.  What does the ADA require in new construction?

A.  The ADA requires that all new construction of places of public 
accommodation, as well as of "commercial facilities" such as 
office buildings, be accessible. Elevators are generally not 
required in facilities under three stories or with fewer than 
3,000 square feet per floor, unless the building is a shopping 
center, mall, or professional office of a health care provider.

Q.  Is it expensive to make all newly constructed public 
accommodations and commercial facilities accessible?

A.  The cost of incorporating accessibility features in new 
construction is less than one percent of construction costs. This 
is a small price in relation to the economic benefits to be 
derived from full accessibility in the future, such as increased 
employment and consumer spending and decreased welfare dependency.

Q.  Must every feature of a new facility be accessible?

A.  No, only a reasonable number of elements such as parking 
spaces and bathrooms must be made accessible in order for a 
facility to be "readily accessible." Moreover, mechanical areas, 
such as catwalks and fan rooms, to which access is required only 
for purposes of maintenance and repairs, might not need to be 
physically accessible if the essential functions of the work 
performed in those areas require physical mobility.
Q.  What are the ADA requirements for altering facilities?

A.  All alterations that could affect the usability of a facility 
must be made in an accessible manner to the maximum extent 
feasible. For example, if during renovations a doorway is being 
relocated, the new doorway must be wide enough to meet the new 
construction standard for accessibility. When alterations are made 
to a primary function area, such as the lobby of a bank or the 
dining area of a cafeteria, an accessible path of travel to the 
altered area must also be provided. The bathrooms, telephones. and 
(]rinking fountains serving that area must also be made 
accessible. These addi(ional accessibility alterations are only 
required to the extent that the added accessibility costs are not 
disproportionate to the overall cost of the alterations. Elevators 
are generally not required in facilities under three stories or 
with fewer than 3000 square feet per floor, unless the building is 
a shopping center, mall, or professional office of a health care 
provider.

Q. Does the ADA permit a disabled person to sue a business when 
that individual believes that discrimination is about to occur, or 
must the individual wait for the discrimination to occur?

A. The ADA public accomodations provisions permit an individual to 
allege discrimination based on a disabled person's reasonable 
belief that discrimination is about to occur. This provision 
allows a person who uses a wheelchair to challenge the planned 
construction of a new place of public accomodation, such as a 
shopping mall, that wouid not be accessible to wheelchair users. 
The resolution of such challenges prior to construction of an 
inaccessible facility would enable any necessary remedial measures 
to be incorporated in the building at the planning stage, when 
such changes would be relatively inexpensive.

Q.  How does the ADA affect existing State and local building 
codes?

A.Existing codes remain in effect. The ADA allows the Attorney 
General to certify that a State law, local building code, or 
similar ordinance that establishes accessibility requirements 
meets or exceeds the minimum accessibility requirements for public 
accommodations and commercial facilities. Any State or local 
govemment may apply for certification of its code or ordinance. 
The Attorney General can certify a code or ordinance only after 
prior notice and a public hearing at which interested people, 
including individuals with disabilities, are provided an 
opportunity to testify against the certification.

Q.  What is the effect of certification of a State or local code or 
ordinance?

A.Certification can be advantageous if an entity has constructed or 
altered a facility according to a certified code or ordinance. If 
someone later brings an enforcement proceeding against the entity, 
the certification is considered "rebuttable evidence" that the State 
law or local ordinance meets or exceeds the minimum requirements of 
the ADA. In other words, the entity can argue that the construction 
or alteration met the requirements of the ADA because it was done in 
compliance with the State or local code that had been certified.

Q.  When are the public accommodations provisions effective?

A.  In general, they become effective on January 26, 1992.

Q.  How will the public accommodations provisions be enforced?

A.  Private individuals may bring lawsuits in which they can obtain 
court orders to stop discrimination. Individuals may also file 
complaints with the Attorney General, who is authorized to bring 
lawsuits in cases of general public importance or where a "pattern or 
practice" of discrimination is alleged. In these cases, the Attorney 
General may seek monetary damages and civil penalties. Civil 
penalties may not exceed $50,000 for a first violation or $ 100,000 
for any subsequent violation.


                            MISCELLANEOUS

Q.  Is the Federal government covered by the ADA?

A.The ADA does not cover the executive branch of the Federal 
Government. The executive branch continues to be covered by title V 
of the Rehabilitation Act of 1973, which prohibits discrimination in 
services and employment on the basis of handicap and which is a model 
for th requirements of the ADA. The ADA, however, does cover Congress 
and other entities in the legislative branch of the Federal Govemment

Q.  What requirements, other than those mandating nondiscrimination 
in employment, does the ADA place on State and local governments?

A. All government facilities, services, and communications must be 
accessible consistent with the requirements of section 504 of the 
Rehabilitation Act of 1973. Individuals may file complaints with 
Federal agencies to be designated by the Attorney General or bring 
private lawsuits.

Q.  Does the ADA cover private apartments and private homes?

A.  The ADA generally does not cover private residential facilities. 
These facilities are addressed in the Fair Housing Amendments Act of 
1988, which prohibits discrimination on the basis of disability in 
selling or renting housing. If a building contains both residential 
and nonresidential portions, only the nonresidential portions are 
covered by the ADA. For example, in a large hotel that has a 
residential apartment wing, the residential wing would be covered by 
the Fair Housing Act and the other rooms would be covered by the ADA.

Q.  Does the ADA cover air transportation?

A.  Discrimination by air carriers is not covered by the ADA but 
rather by the Air Carrier Access Act (49 U.S.C. 1374 (c)).

Q.  What are the ADA's requirements for public transit buses?

A.  The ADA requires the Department of Transportation to issue 
regulations mandating accessible public transit vehicles and 
facilities. The regulations must include a requirement that all new 
fixed-route, public transit busek be accessible and that 
supplementary paratransit services be provided for those individuals 
with disabilities who cannot use fixed-route bus service. 

Q.  How will the ADA make telecommunications accessible?

A.  The ADA requires the establishment of telephone relay services 
for individuals who use telecommunications devices for the deaf 
(TDDs) or similar devices. The Federal Communications Commission will 
issue regulations specifying standards for the operation of these 
services. 

Q.  Are businesses entitied to any tax benefit to help pay for the 
cost of compliance?

A.  As amended in 1990, the Intemal Revenue Code allows a deduction 
of up to $15,000 per year for expenses associated with the removal of 
qualified architectural and transportation barriers.

The 1990 amendment also permits eligible small businesses to receive 
a tax credit for certain costs of compliance with the ADA. An 
eligible small business is one whose gross receipts do not exceed 
$1,000,000 or whose workforce does not consist of more than 30 
full-time workers. Qualifying businesses may claim a credit of up to 
50 percent of eligible access expenditures that exceed $250 but do 
not exceed $10,250. Examples of eligible access expenditures include 
the necessary and reasonable costs of removing architectural, 
physical, communications, and transportation barriers; providing 
readers, interpreters, and other auxiliary aids; and acquiring or 
modifying equipment or devices.


This document is available in the following altemate formats:

- Braille
- Large Print
- Audiotape
- Electronic file on computer disk and electronic
    bulletin board (202) 514-6193



For more specific information about ADA requirements affecting Public 
Services and Public Accommodations contact:

Office on the Americans with Disabilitics Act
Civil Rights Division
U.S. Department of Justice
P.O. Box 66118
Washington, D.C. 20035-6118

(202) 514-0301 (Voice) (202) 514-0381 (TDD) (202) 514-0383 (TDD)
