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The Americans with Disabilities Act (ADA) is intended to “prohibit[] discrimination and guarantee[] that people with disabilities have the same opportunities as everyone else to participate in the mainstream of American life -- to enjoy employment opportunities, to purchase goods and services, and to participate in State and local government programs and services.” Title III of the ADA requires public accommodation businesses (restaurants, movie theaters, professional offices, hotels, etc.) to provide accommodations to people with disabilities so they can have the same level of access to goods and services as everyone else, including business websites and mobile apps.

The Ninth Circuit Court of Appeals decision against Domino’s (left in place after The Supreme Court’s cert. denial) held that the ADA applied to Domino’s website and mobile application as a public accommodation business.  Specifically, the Court found that public accommodation businesses have an “affirmative obligation” to ensure access to their websites in order to effectively communicate with disabled customers.

Please join Ronald J. Hedges of Dentons US LLP and Stacey L. Turmel of The Internet is for Everyone, LLC as they address the following questions:

  • How far should this “affirmative obligation” reach related to businesses ensuring access? 
  • Are businesses responsible for the actions of 3rd party vendors and/or contractors when it comes to website accessibility? 
  • Could an outsourced employee portal contract subject a business to liability for lack of accessibility?  Or how about the work of a hired web developer or marketing company?
  • In this gig economy, what can a business do to insulate itself when working with 3rd parties?

Join this Briefing for an introduction to these and related topics.


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