The Disability Act 1995 introduced new laws aimed at ending the discrimination that many disabled people face.  The Act gave disabled people new rights of access to goods, facilities and services, as well as in employment and buying or renting property. The acts states that sports clubs need to make 'reasonable adjustments'.  It recognises that many barriers exist which make it difficult or impossible for disabled people to use services or facilities.

You must make ‘reasonable adjustment’ if you cannot offer a disabled person the same service that you would offer anyone else. This may require an audit of your premises accessibility and the services themselves.

The D.D.A., like State and Territory and other federal discrimination laws, covers direct and indirect discrimination. It is discrimination under the D.D.A. to treat a person less favourably, because of his or her disability, than a person without that disability would be treated in the same or similar circumstances. This is also known as direct discrimination.

Access to premises is covered principally by section 23 of the D.D.A. Note that issues of access to premises can also arise under other provisions of the D.D.A., such as those prohibiting discrimination in employment (section 15), education (section 23), provision of goods, services or facilities (section 24), accommodation (sectin 25), and the administration of Commonwealth laws or programs (section 29).

The Ruabon tactile tile range includes blister surfaces for pedestrian crossings and platform edge warning. Tactile ribbed tiles ensure compliance for change of level warning particular in public areas with steps or staircases. The range is further supplemented with ribbed steptreads, Quarrundum anti-slip and studded for wet barefoot areas.

Portakabin buildings can meet the requirements of these regulations and the obligations of the DDA. However, your precise requirements will be project specific. You should seek clarification of these requirements from your local Building Control department before finalising your accommodation solution. The highest quality modular and relocatable buildings providing exceptional working environments for one to 1,000 people.

It is vital that all e-learning courseware is totally accessible to persons with disabilities; if not your company is open to prosecution under the Act from October 2004. With this in mind e-Office Safety has been designed with accessibility in mind. Where non-accessible units are used such as Flash, alternative content can be found on the page. The pages have also been structured so that persons without site or with motor difficulties can fully access the content.

This is when an employer treats a person with a disability less favourably that he treats other people.

The Disability Equality Duty affects all public bodies from local councils to government departments, from universities to hospitals. The law says they must now actively promote disability equality. This new legal duty will mean that any public body will need to actively look at ways of ensuring that disabled people are treated equally. A similar duty was introduced on race equality a couple of years ago.

The Mine Act provides a miner with the right to make a safety or health-related complaint and to testify or participate in a proceeding under the Act. A miner may not be fired, transferred to a position which is lower in rank or pay, threatened, or otherwise lose job benefits for exercising his or her rights under the Mine Act. This protection also applies to applicants. You should contact an MSHA inspector, or contact your local or District MSHA office.

Standards can be made in the areas of employment, education, public transport services, access to premises, accommodation and the administration of Commonwealth laws and programs.

The D.D.A. provides for Disability Standards to be made which have the force of Federal law. Disability Standards under the D.D.A. can be made by the Attorney-General and require approval by the Federal Parliament. Australian Standards are guidelines which do not have the force of law in themselves. They are developed by a private organisation, Standards Australia. Australian Standards receive a high degree of respect but do not always or in themselves have the force of law.

The Employment Nondiscrimination Act (ENDA)is a bill that has been proposed repeatedly since 1993 but not yet enacted by Congress. ENDA would, in effect, include sexual orientation in the group of characteristics that Title VII already makes off limits as the basis for the terms and conditions of employment.

This depends on the terms of the particular Standard concerned and on what intention Federal authorities show in making it, and also on what actions States and Territories might take to take account of federal dsabilty standards in their own discrimination laws. Under section 109 of the Australian Constitution, Federal laws displace the operation of State laws to the extent of any inconsistency between the two.

In 1975, the Michigan Legislature created Act 197, which allows communities to establish a Downtown Development Authority. According to the Act, the purpose of a DDA includes: DDAs may raise revenue for physical improvements through several methods, including: tax increment financing, issuing revenue bonds, tax levy, and grants. The primary goal of the Commerce Township Downtown Development Authority is to promote and preserve the economic health and stability of the Township.

This law covers persons with either physical or mental disabilities. This act makes it illegal for any person or entity regulated by the state, receiving financial assistance from the state or doing business in the state to discriminate against a qualified disabled person in employment, housing or any program, activity or service.

Discrimination in employment is prohibited against "qualified individuals with disabilities." This restriction applies to both applicants for employment and employees. An employee or applicant is considered disabled if he or she has a physical or mental impairment that substantially limits one or more major life activities, and he or she has a record of such disability or is regarded as having such disability.

The Americans with Disabilities Act (ADA) makes it illegal for an employer to discriminate against an individual with a disability during the hiring process or in the workplace. In addition, under the Act, an employer cannot discriminate against an applicant or employee who has a business, social or familial relationship with a disabled person.

The Anti-Discrimination Act 1991 is not the only legislation about discrimination. There are also laws at a Commonwealth level, which is administered by the Human Rights and Equal Opportunity Commission. The current Commonwealth laws are: