Rhode Island Educators Leadership Series. Thomas P. DiPaola Ph.D. Associate Professor Doctoral Program in Education Leadership Johnson and Wales University firstname.lastname@example.org 401 598 2026. Who is that Masked Man?. Life Changing Experience Life Friendly Schedule. Johnson & Wales University
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Thomas P. DiPaola Ph.D. Associate Professor Doctoral Program in Education LeadershipJohnson and Wales Universitytdipaola@jwu.edu401 598 2026
Johnson & Wales University
School of Education
M.A.T., M.Ed., Ed.D., Professional Development
Wine & Cheese Open House
School of Education Info Sessions 4-6 pm
Tuesday, February 23, 2010 -- Johnson & Wales Inn Seekonk
Thursday, February 25, 2010 -- Radisson Airport Hotel Warwick
R.S.V.P. Jaime DiPaola 401-598-1993, Jaime.DiPaola@jwu.edu
The Alan Shawn Feinstein Graduate School at JWU
Overview of the Rehab Act Section 504,
ADA and the IDEA
basic legal overview/comparison
“No otherwise qualified individual
with disabilities in the United States shall, solely by reasons of her or his disability, be excluded from the participation in, be denied the benefits or, or be subjected to discrimination under any program or activity receiving Federal financial assistance...”
(29 USC Sec. 794)
major life activities,
persons with disabilities,
persons who are believed to have disabilities, or
family members of persons with disabilities.
accountability for results
policies and procedures
initial and ongoing PD
removal from general education as a last resort
completion of the cultural shift
Don’t forget employees,
family members and members of the community
expressly requires that courts construe disability "in favor of broad coverage . . . to the maximum extent permitted" by the ADA. The implied directive is that courts are to err in favor of coverage.
The ADAAA does not, however, describe what the correct definition or test should be. Instead, it instructs the EEOC to modify its regulations
ADA protects employees from being discriminated against for being "regarded as" disabled. A U.S. Supreme Court decision held that for an employee to prove discrimination based on a perceived disability, he or she had to show that the impairment in question actually limited or was perceived to limit a major life activity.
The ADAAA overturns that decision by requiring that the employee need only show that the employer perceived the employee as impaired, whether or not the impairment actually limits or is perceived to limit a major life activity.
Training and Technical Assistance
Stop, Look, Listen
actively coordinate with outside experts
working with a child
and/or insulting attitude toward parents
and notice requirements
You Can't be Perfect One Day Someone is Better