June 2025
Volume 18 Issue 8
Experiencing the Past: Accessibility in Historic Buildings and Facilities
New Resources from the Rocky Mountain and Southwest ADA Center
Two of our sister Centers recently released new resources! Rocky Mountain ADA Center has released a research report that answers the question, Can Title II or III entities request documentation of a disability for an individual to receive a reasonable modification under the ADA? The Southwest ADA Center has also released a comprehensive guide on Advancing Court Accessibility for Individuals with Disabilities.
Using AI for Good: Disaster Planning and Daily Living
While Artificial Intelligence (AI) can cause barriers for people in the disability community, it is also a powerful tool which can be used to remove barriers as well. Learn how AI can improve disaster planning and response for disability-led organizations. Take this free 1-hour course developed in collaboration with Microsoft to learn how to use AI-powered tools like Seeing AI, Immersive Reader, and Copilot.
Creating Accessible Course Materials for STEM Classes
Oscar Levin, a professor of mathematical sciences at the University of Northern Colorado, provides tips and tools for making sure STEM materials comply with the new technical standard for ADA Title II entities. Learn more about creating accessible STEM materials that comply with the ADA.
Summer 2025 Adaptive Sports and Arts Events for Veterans
The Veterans Affairs (VA) Office of National Veterans Sports Programs and Special Events provides Veterans with opportunities for health and healing through adaptive sports and therapeutic art programs. Check out the VA’s 2025 National Events list, including the National Veterans Wheelchair Games hosted in Minneapolis, Minnesota from July 17-22.
Answer: ADA Title II regulations require that web content and mobile apps provided or made available by state and local government entities comply with the following technical standard: Web Content Accessibility Guidelines (WCAG) 2.1 Level AA. This can include the web content and mobile apps provided through contractual, licensing, or other arrangements with third-parties like vendors, consultants, contractors, etc.
Here are a few ways Title II entities can ensure third-party products and partners comply with the ADA’s technical standard for web content and mobile apps:
Resource(s):
Learn more by visiting our ADA Frequently Asked Questions.
EEOC v. Homes Direct of Oregon, LLC
Homes Direct signed a conciliation agreement resolving a charge of disability discrimination and retaliation. According to the lawsuit, three days after an employee requested a schedule change related to her disability, the company opted to discharge the employee rather than provide her with a reasonable accommodation.
EEOC v. Recovery Innovations, Inc. (RI International)
According to the lawsuit, the company received multiple complaints from female employees that a male shift supervisor was harassing them because of their sex and creating a hostile work environment. Additionally, the company refused to allow an employee to have sufficient leave to seek treatment for her disability. Rather than provide accommodations, the company fired her stating that the maximum time the company allows for leave under the ADA is 30 days and that she could reapply once she was cleared to return to work.
EEOC v. Triple-S Vida, Inc. and Triple-S Management, Corp. (“Triple S”)
Triple S has agreed to pay $100,000 and provide other equitable relief to settle a disability discrimination lawsuit. According to the suit, a traveling sales agent requested reassignment to an in-office position as a reasonable accommodation because her fibromyalgia symptoms limited her ability to drive for extended periods of time. Triple-S delayed accommodating the employee with a reassignment for approximately three years from the date of her initial request.
A federal jury awarded $405,083 to a veteran in a disability discrimination case. According to the lawsuit, a job applicant disclosed to the hiring manager that she was a veteran with post-traumatic stress syndrome and took medication to treat the condition that would cause a drug test to fail. Thereafter, the applicant took the required drug test and made repeated attempts to provide proof of her legally prescribed medications, but The Princess Martha made no attempts to accommodate her and revoked her job offer.
Morton Salt will pay $75,000 and provide other relief to settle a race, disability, and retaliation discrimination case. According to the lawsuit, the affected employee worked for Morton Salt in a labor position in Rittman, Ohio. He was fired and subjected to other unfavorable treatment because of his race, disability, and because he reported alleged discrimination.
EEOC v. The Ned NoMad Hotel and Members’ Club (The Ned NoMad)
The Ned NoMad hotel and members’ club will pay $100,000 to one former employee to settle a disability discrimination lawsuit. According to the suit, The Ned NoMad refused to accommodate an employee who provided a medical note stating that her knee condition limited her standing or walking to 30 minutes. The employee needed to use a stool only while at the host stand performing clerical work and checking guests in. She was still able to perform all of the essential functions of her host job, including walking guests to their destination in the hotel but they refused to allow her to use a stool and terminated her employment.
EEOC v. Criswell Chevrolet, Inc.
According to the lawsuit, Criswell Chevrolet summarily denied the parts department worker’s request to bring a service dog to his workplace to help control his panic attacks brought on by PTSD. Criswell Chevrolet also refused to offer or propose alternative accommodations. The employer’s demand that the employee continue to work while suffering panic attacks, and without any accommodation to control or prevent the attacks, forced the employee to quit.
Jake Bertellotti and Taylor Carty v. UCLA and the University of California Board of Regents
The lawsuit claims that UCLA has not sufficiently addressed the concerns of students with disabilities regarding emergency evacuation protocols, accessible housing, and academic facilities, emphasizing the lack of accessible entrances, obstacles that students face on pathways, and a lack of appropriate campus signage. Furthermore, the lawsuit points to significant gaps in transportation accessibility through BruinAccess, a complimentary paratransit service provided by UCLA.
Taylor Carty v. Wayne State University School of Medicine
When Taylor Carty, a 29-year-old aspiring doctor with cerebral palsy, requested modifications to the Wayne State School of Medicine’s “technical standards” for her disability, the school rescinded her acceptance. On Thursday, May 9, 2024, Disability Rights Education and Defense Fund (DREDF) filed a complaint with the U.S. Department of Justice on behalf of Carty, demanding change at Wayne State.
DOJ v. Wisconsin Montessori Society, Inc., d/b/a Milwaukee Montessori School (MMS)
MMS agreed to injunctive relief and payment of $290,000 to resolve allegations that it failed to provide full and equal enjoyment of its educational services to children with disabilities. According to the DOJ, since at least 2018, the school has expelled and refused to admit disabled children on the basis of their disability; repeatedly sent disabled students to the office or home early because of their disabilities; sat disabled students separately from other students; and failed to make reasonable modifications for disabled children.
Taylor v. K N B’s Inflatables Please, LLC
The United States District Court for the Middle District of Pennsylvania decided to grant the motion for default judgment filed by the plaintiff, Taylor, a disabled veteran, because KNB’s Inflatables denied Taylor and his service animal entrance.
