The Americans with Disabilities Act: prescription for tax relief.
As employers, healthcare organizations must comply with Title I of the Americans with Disabilities Act of 1990-Employment Discrimination by Private Entities-which covers virtually all aspects of employment and prohibits employers from discriminating against otherwise qualified job applicants and workers who have disabilities or who become disabled. Further, healthcare organizations must comply with the provisions of Title III of the act-Nondiscrimination on the Basis of Disability by Public Accommodations and in Commercial Facilities-which requires places of public accommodations and commercial facilities to be designed, constructed, and altered in compliance with the accessibility standards of the act. While compliance with the ADA can be costly, four specific sections of the Internal Revenue Code offer tax relief to organizations that meet the guidelines of Titles I and III.
Cook
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University of Southwestern Louisiana, Lafayette, USA.
Judice
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Hazelwood
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D001107:Architectural Accessibility / Q000331:legislation & jurisprudence; D002201:Capital Expenditures / Q000331:legislation & jurisprudence; D003862:Depreciation / Q000331:legislation & jurisprudence; D006233:Persons with Disabilities / Q000331:legislation & jurisprudence*; D004608:Eligibility Determination / Q000331:legislation & jurisprudence; D004651:Employment / Q000331:legislation & jurisprudence; D017408:Guidelines as Topic; D006801:Humans; D010559:Personnel Management / Q000191:economics / Q000331:legislation & jurisprudence*; D011287:Prejudice; D013660:Taxes / Q000331:legislation & jurisprudence*; D014481:United States