A Note from the Attorney General

     As a parent, as a former governor, and as Attorney General, I
have personally witnessed the many faces of discrimination
confronting persons with disabilities.  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,
and religion.  It guarantees equal opportunity for individuals with
disabilities in public accommodations, employment, transportation,
State and local government services, and telecommunications.
     Fair, swift, and effective enforcement of this landmark civil
rights legislation is a high priority of the Department of Justice.
This booklet is designed to provide answers to some of the most
often asked questions about the new legislation.


                                   Dick Thornburgh
                                   Attorney General

 
 
     Questions and Answers
 
          Employment*

          Public Accommodations

          Miscellaneous

     Resources


Employment
Q.   What employers are covered by the ADA, and when is the
     coverage effective?
 
A.   The employment provisions apply to private employers, Stateand
local governments, employment agencies, and labor unions. Employers
with 25 or more employees will be covered starting July26, 1992,
when the employment provisions go into effect. Employers with 15 or
more employees will be covered two yearslater, beginning July 26,
1994.
 
Q.   What practices and activities are covered by the employment
     nondiscrimination requirements?
 
A.   The ADA prohibits discrimination in all employmentpractices,
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 allother employment-related
activities.
 
Q.   Who is protected against employment discrimination?
 
A.   Employment discrimination is prohibited against
"qualifiedindividuals with disabilities."  Persons discriminated
againstbecause they have a known association or relationship with
adisabled individual also are protected.  The ADA defines
an"individual with a disability" as a person who has a physical
ormental impairment that substantially limits one or more majorlife
activities, a record of such an impairment, or is regardedas having
such an impairment.
 
     The first part of the definition makes clear that the
ADAapplies to persons who have substantial, as distinct from
minor,impairments, and that these must be impairments that limit
majorlife activities  such as seeing, hearing, speaking,
walking,breathing, performing manual tasks, learning, caring for
oneself,and working.  An
     individual with epilepsy, paralysis, a substantial hearingor
visual impairment, mental retardation, or a learningdisability
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, forexample,
a person with a history of cancer that is currently inremission 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 whomeets
legitimate skill, experience, education, or otherrequirements of an
employment position that he or she holds orseeks, and who can
perform the "essential functions" of theposition with or without
reasonable accommodation.  Requiring theability to perform
"essential" functions assures that anindividual will not be
considered unqualified simply because ofinability to perform
marginal or incidental job functions.  Ifthe individual is
qualified to perform essential job functionsexcept for limitations
caused by a disability, the employer mustconsider whether the
individual could perform these functionswith a reasonable
accommodation.  If a written job descriptionhas been prepared in
advance of advertising or interviewingapplicants for a job, this
will be considered as evidence,although not necessarily conclusive
evidence, of the essentialfunctions of the job.
 
 
Q.   Does an employer have to give preference to a
qualifiedapplicant with a disability over other applicants?
 
A.   No.  An employer is free to select the most qualifiedapplicant
available and to make decisions based on reasonsunrelated to the
existence or consequence of a disability.  Forexample, if two
persons apply for a job opening as a typist, onea person with a
disability who accurately types 50 words perminute, the other a
person without a disability who accuratelytypes 75 words per
minute, the employer may hire the applicantwith the higher typing
speed, if typing speed is needed forsuccessful performance of the
job.
 
Q.   What is "reasonable accommodation"?
 
A.   Reasonable accommodation is any modification or adjustmentto
a job or the work environment that will enable a qualifiedapplicant
or employee with a disability to perform essential jobfunctions.
Reasonable accommodation also includes adjustments toassure that a
qualified individual with a disability has the samerights and
privileges in employment as nondisabled employees.
 
Q.   What kinds of actions are required to reasonably
accommodateapplicants and employees?
 
A.   Examples of reasonable accommodation include making
existingfacilities used by employees readily accessible to and
usable byan individual with a disability; restructuring a job;
modifyingwork schedules; acquiring or modifying equipment;
providingqualified readers or interpreters; or appropriately
modifyingexaminations, training, or other programs.
Reasonable accommodation also may include reassigning a
current employee toa vacant position for which the individual is
qualified, if theperson becomes disabled and is unable to do the
original job. However, there is no obligation to find  a position
for anapplicant who is not qualified for the position sought.
Employers are not required to lower quality or quantity standardsin
order to make an accommodation, nor are they obligated toprovide
personal use items such as glasses or hearing aids.
 
     The decision as to the appropriate accommodation must bebased
on the particular facts of each case.  In selecting theparticular
type of reasonable accommodation to provide, theprincipal test is
that of effectiveness, i.e., whether theaccommodation will enable
the person with a disability to do thejob 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
requirementgenerally will be triggered by a request from an
individual witha disability, who frequently can suggest an
appropriateaccommodation.  Accommodations must be made on an
individualbasis, because the nature and extent of a disabling
condition andthe requirements of the job will vary in each case.
If theindividual does not request an accommodation, the employer is
notobligated to provide one.  If a disabled person requests,
butcannot suggest, an appropriate accommodation, the employer
andthe individual should work together to identify one.  There
arealso many public and private resources that can
provideassistance without cost.
 
Q.   What are the limitations on the obligation to make areasonable
accommodation?
 
A.   The disabled individual requiring the accommodation must
beotherwise qualified, and the disability must be known to
theemployer.  In addition, an employer is not required to make
anaccommodation if it would impose an "undue hardship" on
theoperation of the employer's business.  "Undue hardship"
isdefined as "an action requiring significant difficulty orexpense"
when considered in light of a number of factors.  Thesefactors
include the nature and cost of the accommodation inrelation to the
size, resources, nature, and structure of the employer's operation.
Where the facility making the accommodationis part of a larger
entity, the structure and overall resourcesof the larger
organization would be considered, as well as thefinancial and
administrative relationship of the facility to thelarger
organization.  In general, a larger employer would beexpected to
make accommodations requiring greater effort orexpense than would
be required of a smaller employer.
 iQ.   Must an employer modify existing facilities to make
themaccessible?
 
A.   An employer may be required to modify facilities to enablean
individual to perform essential job functions and to haveequal
opportunity to participate in other employment-relatedactivities.
For example, if an employee lounge is located in aplace
inaccessible to a person using a wheelchair, the loungemight be
modified or relocated, or comparable facilities might beprovided in
a location that would enable the individual to take abreak with
co-workers.
 
Q.   May an employer inquire as to whether a prospective employeeis
disabled?
 
A.   An employer may not make a pre-employment inquiry on
anapplication form or in an interview as to whether, or to
whatextent, an individual is disabled.  The employer may ask a
jobapplicant whether he or she can perform particular job
functions. If the applicant has a disability known to the employer,
theemployer may ask how he or she can perform job functions that
theemployer considers difficult or impossible to perform because
ofthe disability, and whether an accommodation would be needed.
Ajob offer may be conditioned on the results of a
medicalexamination, provided that the examination is required for
allentering employees in the same job category regardless
ofdisability, and that information obtained is handled according
toconfidentiality requirements specified in the Act.  After
anemployee enters on duty, all medical examinations and
inquiriesmust be job related and necessary for the conduct of
theemployers business. These provisions of the law are intended
toprevent the employer from basing hiring and employment
decisionson unfounded assumptions about the effects of a
disability.
 
Q.   Does the ADA take safety issues into account?
 
A.   Yes.  The ADA expressly permits employers to
establishqualification standards that will exclude individuals who
pose adirect threat -- i.e., a significant risk -- to the health
andsafety of others, if that risk cannot be lowered to an
acceptablelevel by reasonable accommodation.  However, an employer
may notsimply assume that a threat exists; the employer must
establishthrough objective, medically supportable methods that
there isgenuine risk that substantial harm could occur in the
workplace. By requiring employers to make individualized judgments
based onreliable medical evidence rather than on
generalizations,ignorance, fear, patronizing attitudes, or
stereotypes, the ADArecognizes the need to balance the interests of
people withdisabilities against the legitimate interests of
employers inmaintaining a safe workplace.
 
Q.   Can an employer refuse to hire an applicant or fire acurrent

     employee who is illegally using drugs? i
A.   Yes.  Individuals who currently engage in the illegal use
ofdrugs are specifically excluded from the definition of
a"qualified individual with a disability" protected by the ADAwhen
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
medicalexamination under the ADA; therefore, employers may conduct
suchtesting of applicants or employees and make employment
decisionsbased on the results.  The ADA does not encourage,
prohibit, orauthorize drug tests.
Q.   Are people with AIDS covered by the ADA?
 
A.   Yes.  The legislative history indicates that Congressintended
the ADA to protect persons with AIDS and HIV diseasefrom
discrimination.
 
Q.   How does the ADA recognize public health concerns?
 
A.   No provision in the ADA is intended to supplant the role
ofpublic health authorities in protecting the community
fromlegitimate health threats.  The ADA recognizes the need to
strikea balance between the right of a disabled person to be free
fromdiscrimination based on unfounded fear and the right of
thepublic to be protected.
 
Q.   What is discrimination based on "relationship orassociation"?
 
A.   The ADA prohibits discrimination based on relationship
orassociation in order to protect individuals from actions based
onunfounded assumptions that their relationship to a person with
adisability would affect their job performance, and from
actionscaused by bias or misinformation concerning certain
disabilities. For example, this provision would protect a person
with adisabled spouse from being denied employment because of
anemployers unfounded assumption that the applicant would
useexcessive leave to care for the spouse.  It also would protect
anindividual who does volunteer work for people with AIDS from
adiscriminatory employment action motivated by that relationshipor
association.
 
Q.   Will the ADA increase litigation burdens on employers?
 
A.   Some litigation is inevitable.  However, employers who usethe

     period prior to the effective date of employment coverage
toadjust their policies and practices to conform to ADArequirements
will be much less likely to have serious litigationconcerns.  In
drafting the ADA, Congress relied heavily on thelanguage of the
Rehabilitation Act of 1973 and its implementingregulations.  There
is already an extensive body of law interpreting the
requirements of that Act to which employers canturn for guidance on
their ADA obligations.  The Equal EmploymentOpportunity Commission
will issue specific regulatory guidanceone year before the ADA's
employment provisions take effect,publish a technical assistance
manual with guidance on how tocomply, and provide other assistance
to help employers meet ADArequirements.  Equal employment
opportunity for people withdisabilities will be achieved most
quickly and effectivelythrough widespread voluntary compliance with
the law, rather thanthrough reliance on litigation to enforce
compliance.
 
Q.   How will the employment provisions be enforced?
 
A.   The employment provisions of the ADA will be enforced underthe
same procedures now applicable to race, sex, national origin,and
religious discrimination under title VII of the Civil RightsAct of
1964.  Complaints regarding actions that occur after July26, 1992,
may be filed with the Equal Employment OpportunityCommission or
designated State human rights agencies.  Availableremedies will
include hiring, reinstatement, back pay, and courtorders to stop
discrimination.
Public Accommodations
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 auxiliaryaids
     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 furnish an alternative 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
drinking fountains serving that area must also be made accessible.
These additional 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 accommodations 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 accommodation, such as a
shopping mall, that would not be accessible to wheelchair users.
The resolution of such challenges prior to the 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
government 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 the requirements of the ADA.  The ADA, however, does
cover Congress and other entities in the legislative branch of the
Federal Government.

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 buses 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
(TDD's) or similar devices.  The Federal Communications Commission
will issue regulations specifying standards for the operation of
these services.

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

A.   As amended in 1990, the Internal 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 alternate formats:

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


For additional information on the ADA contact:
 
          -
          Office on the Americans with Disabilities 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)

For more specific information about ADA requirements affecting
employment contact:
     Equal Employment Opportunity Commission
     1801 L Street NW
     Washington, DC 20507
     800-USA-EEOC (Voice)
     800-800-3302 (TDD)

     For more specific information about ADA requirements affecting
               transportation contact:
     Department of Transportation
     400 Seventh Street SW
     Washington, DC 20590
     (202) 366-9305
     (202) 755-7687 (TDD)

For more specific information about requirements for accessible
design in new construction and alterations contact:
     Architectural and Transportation Barriers
     Compliance Board
     1111 18th Street NW
     Suite 501
     Washington, DC 20036
     800-USA-ABLE
     800-USA-ABLE (TDD)

For more specific information about ADA requirements affecting
telecommunications contact:
     Federal Communications Commission
     1919 M Street NW
     Washington, DC 20554
     (202) 634-1837
     (202) 632-1836 (TDD)



