Which act specifically addresses discrimination against individuals with disabilities?

The Americans with Disabilities Act (ADA) specifically addresses discrimination against individuals with disabilities by prohibiting discrimination in various areas including employment, public services, public accommodations, and telecommunications. This legislation is pivotal in ensuring that individuals with disabilities have equal opportunities and protections in the workplace and society at large.

The ADA was enacted to ensure that individuals with disabilities are provided equal access and rights that are fundamentally guaranteed to all citizens. It mandates that employers with 15 or more employees must provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship. This aspect emphasizes the act’s goal of promoting inclusivity and preventing discrimination based on disability.

In contrast, the other acts mentioned serve different purposes. The Employment Non-Discrimination Act (ENDA), while aimed at preventing discrimination based on sexual orientation and gender identity, does not specifically address disability. The Civil Rights Act of 1991 primarily provides the right to sue for damages in cases of intentional employment discrimination, which can include disability discrimination but does not focus exclusively on disabilities. The Fair Labor Standards Act regulates minimum wage and overtime pay but does not specifically cover discrimination matters. Therefore, the ADA is uniquely positioned as the primary federal law addressing discrimination against individuals with disabilities.