August 2025
Volume 18 Issue 10
Your Voice, Your Vote—Accessible Polling Places and Election Supporting Technology
High Risk Court Users: Tapping into the Value of a Support Person as a Critical ADA Accommodation
Global Report: Health Equity for Persons with Disabilities
A new report from the World Health Organization (WHO) details the differences in health care experienced by the disability community due to structural factors, social determinants, risk factors and health systems. Read the report’s recommendations for improving health equity for people with disabilities.
New ADA Center Resource: The ADA and Rideshare Companies
What do riders and drivers need to understand regarding the ADA and rideshare companies? The Rocky Mountain ADA Center attempts to answer this question in their new research report. Read about the ADA and Riding or Driving with Rideshare Companies like Uber and LYFT.
A Playbook for Governors: State Governments as Model Employers of People with Disabilities
The Bureau of Labor Statistics estimates state governments employ more than 5.5 million workers nationwide, yet public-sector workforce shortages persist across the country. To help fill critical roles, state governments are looking at talent pools who are qualified but not fully participating in the workforce, such as people with disabilities. Learn about the 6 strategies Governors can use to improve state government career paths for people with disabilities and attract qualified talent.
Answer: In general, yes. Private schools are considered places of public accommodation under the ADA and are listed under the definition in the Title III regulations. Places of public accommodation can include early education and childcare settings, primary and secondary schools as well as post-secondary and graduate education programs.
If the school is controlled by a religious entity, it is likely exempt from Title III of the ADA. However, if the religious entity receives federal funding for their private school, Section 504 of the Rehabilitation Act may apply.
Resource(s):
Learn more by visiting our ADA Frequently Asked Questions.
EEOC v. 1st Franklin Financial Corporation (1st Franklin)
According to the lawsuit, 1st Franklin has denied reasonable accommodations to its employees with disabilities since 2022 and offered no alternative accommodations, including when its employees requested leave as an accommodation.
EEOC v. Everport Terminal Services (ETS)
ETS agreed to provide $200,000 to a former employee following an investigation that found ETS failed to provide a reasonable accommodation to a worker with a disability. The settlement requires ETS to revise its non-discrimination policies and procedures; conduct training for all employees; post a notice concerning equal employment opportunity rights; track all accommodation requests; and report to the agency for two years.
EEOC v. Western Distributing Co. (Western)
According to the suit, Western discriminated against individuals with disabilities, mostly over-the-road truckdrivers, through multiple corporate policies (i.e., full-duty policy, fired employees when couldn’t return after FMLA without consideration for accommodations, testing and physical requirements to screen out individuals with pre-existing medical conditions, etc.). The four-year consent decree, which includes $919,000 in monetary relief for 60 victims of discrimination, requires Western to undergo mandatory ADA training; hire a monitor to oversee and report further acts of discrimination to the EEOC; ensure its corporate policies are compliant with the ADA; and conduct annual validation of its physical requirements for its drivers.
EEOC v. Pearson Education, Inc. (Pearson)
According to the suit, Pearson contracted with third-party vendors to provide online platforms employees must use to access information for their benefits, leave and training. However, employees who are blind or have other visual impairments and rely on screen reading software could not view their information because these online portals were replete with technical issues, making them inaccessible. Pearson was aware of this deficiency but failed to provide affected employees with reasonable accommodations allowing them to have equal access to the terms, conditions and privileges of their employment relationship.
EEOC v. Werner Trucking (Werner)
The EEOC lawsuit alleged Werner violated the ADA when it refused to hire a qualified deaf truck driver because he was deaf. A Nebraska jury agreed and awarded $75,000 in compensatory damages and$36 million in punitive damages. U.S. District Court for the District of Nebraska entered judgment in favor of EEOC, reducing the jury’s award and ordered injunctive relief requiring Werner to report certain information about deaf applicants to the EEOC. Werner appealed to the circuit court and the 8th U.S. Circuit Court of Appeals affirmed a judgment in favor of the EEOC and against Werner Trucking.
DOJ v. Montcalm Area Intermediate School District
DOJ reached an agreement with Montcalm Area Intermediate School District to address the discriminatory use of seclusion and restraint against students with disabilities, in violation of Title II of the ADA. Under the agreement, the school district will end the use of seclusion, reform its restraint practices, and improve special education services for students with disabilities.
Overton County, TN, is alleged to have ignored requests for hearing assistance during public meetings. As part of the settlement, Overton County agrees that the modifications sought by the complainants did not fundamentally alter the nature of public meetings, and that providing auxiliary aids and services does not constitute an undue burden or fundamental alteration to the nature of the meetings. Overton County will take steps to ensure that communications with participants with disabilities are as effective as communications with others. The county also will implement a process by which an individual with a qualifying disability can request an auxiliary aid, service, or reasonable modification that will ensure that individual can fully participate in any public meeting.
DOJ v. Spanky’s Driving Academy, Inc. (the Academy)
According to the agreement, a parent of a minor child registered their child to attend the Academy’s series of driver’s education sessions and driving lessons, claims the Academy didn’t provide effective communication for their child. The child is now deaf and was hearing impaired at the time of the incident. The parent further alleges that the instructor declined to conduct the in-car driving component of the class, based on myths, fears, and stereotypes about persons with hearing impairments. As part of the settlement, the Academy will provide effective communication and pay the Complainant $4,000 as well as pay a civil penalty to the US in the amount of $2,000 to vindicate the public interest.
Knights Inn Nashville is alleged to have refused to allow a family with a service animal stay in the hotel because it was against hotel policy. Knights Inn Nashville will pay the family $4,000 as part of the settlement and will pay a civil penalty to the United States in the amount of $2,000 to vindicate the public interest. The owner of the hotel also will establish and implement a written policy specifically addressing the provision of services to individuals with disabilities and provide ADA training to hotel staff.
