Section 508? WCAG? The ADA? If you're new to the topic of accessibility, you might be asking yourself which accessibility-related laws and regulations apply to you, and which accessibility standards your eRecruiting tools should follow. Watch this PEAT featured video to hear the many acronyms explained.
Depending on the type of employer you are, the laws governing accessible technology may or may not apply to you. The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities within the context of employment. So if you are an employer covered by the ADA and you plan to use technology that would prevent some people with disabilities from applying for a job or effectively performing their work responsibilities, then you are at risk of a possible lawsuit. For example, if the only way to find out about and apply for a job is through an inaccessible website, you may have a problem.
Depending on the type of employer you are, the laws governing accessible technology may or may not apply to you.
Similarly, employers who are federal contractors and subcontractors also have responsibilities under Section 503 of the Rehabilitation Act related to nondiscrimination and hiring people with disabilities. For a more in-depth look at Section 503 and the issues above, please see the featured resources presented on this page.
