{"id":216,"date":"2010-07-07T23:02:13","date_gmt":"2010-07-08T03:02:13","guid":{"rendered":"http:\/\/asapgeneralcontracting.com\/?page_id=216"},"modified":"2010-07-07T23:02:13","modified_gmt":"2010-07-08T03:02:13","slug":"questions-and-answers-the-americans-with-disabilities-act-and-the-rights-of-persons-with-hivaids-to-obtain-occupational-training-and-state-licensing","status":"publish","type":"page","link":"http:\/\/asapgeneralcontracting.com\/?page_id=216","title":{"rendered":"Questions and Answers:  The Americans with Disabilities Act And the Rights of Persons with HIV\/AIDS To Obtain Occupational Training and State Licensing"},"content":{"rendered":"<p align=\"center\"><strong>Questions and Answers: <\/strong><\/p>\n<p align=\"center\"><strong>The Americans with Disabilities Act<br \/>\n<\/strong><strong>And the Rights of Persons with HIV\/AIDS<br \/>\n<\/strong><strong>To Obtain Occupational Training and State Licensing<\/strong><\/p>\n<p align=\"center\">\n<p align=\"center\"><strong>FREE ESTIMATES\u00a0\u00a0\u00a0\u00a0 ADA CERTIFIED REMODELER<\/strong><\/p>\n<p>Jacksonville\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Duval County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-346-1266<br \/>\nSt Augustine\u00a0\u00a0\u00a0\u00a0\u00a0 St Johns County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-824-7144<br \/>\nOrange Park\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Clay County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-264-6444<br \/>\nJacksonville Beaches\u00a0\u00a0\u00a0 Duval County\u00a0 \u00a0\u00a0\u00a0\u00a0904-246-3969<br \/>\nFernandina\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Nassau County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-277-3040<br \/>\nMacclenny\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Baker County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-259-5091<br \/>\nPalm Coast\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Flagler County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 386-439-5290<br \/>\nDaytona\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Volusia County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 386-253-4911<\/p>\n<p>GAINESVILLE\u00a0\u00a0\u00a0 ALACHUA COUNTY\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 352-335-8555<br \/>\nServing all of Florida \u00a0and Georgia\u00a0\u00a0\u00a0 at \u00a0\u00a0\u00a0\u00a0904-346-1266<\/p>\n<p><strong>EMAIL <\/strong><a href=\"mailto:LARRY@1STPROP.COM\">LARRY@1STPROP.COM<\/a> (feel free to email your bidding packages here)<\/p>\n<p align=\"center\"><strong>Questions and Answers: <\/strong><\/p>\n<p align=\"center\"><strong>The Americans with Disabilities Act<br \/>\n<\/strong><strong>And the Rights of Persons with HIV\/AIDS<br \/>\n<\/strong><strong>To Obtain Occupational Training and State Licensing<\/strong><\/p>\n<p><strong>Q:\u00a0\u00a0What is the ADA? <\/strong><\/p>\n<p>A:\u00a0\u00a0The Americans with Disabilities Act (ADA) gives Federal civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. It guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications.<\/p>\n<p><strong>Q:\u00a0\u00a0Are people with HIV or AIDS protected by the ADA?<\/strong><\/p>\n<p>A:\u00a0\u00a0Yes. An individual is considered to have a \u201cdisability\u201d if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment. Persons with HIV disease, either symptomatic or asymptomatic, have physical impairments that substantially limit one or more major life activities and thus are protected by the ADA.<\/p>\n<p>Persons who are discriminated against because they are regarded as being HIV-positive are also protected. For example, the ADA would protect a person who is denied an occupational license or admission to a school on the basis of a rumor or assumption that he has HIV or AIDS, even if he does not.<\/p>\n<p><strong>Q:\u00a0\u00a0Does the ADA prohibit State licensing agencies and occupational training schools for occupations such as barbering, massage therapy, and home healthcare assistance from discriminating against individuals with HIV or AIDS?<\/strong><\/p>\n<p>A:\u00a0\u00a0Yes. State licensing agencies and public trade schools for barbering, cosmetology, massage therapy, and other occupations are covered by Title II of the ADA as agencies or programs of the State or local government. Title II of the ADA applies to State and local governments, their departments and agencies, and any other instrumentalities or special-purpose districts of State or local governments. Title II protects qualified individuals with disabilities from discrimination on the basis of disability in all the services, programs, and activities of State and local governments.<\/p>\n<p>Private trade schools are covered by Title III of the ADA, which governs public accommodations. A public accommodation is a private entity that owns, operates, leases, or leases to a place of public accommodation. Places of public accommodation include a wide range of entities, such as restaurants, hotels, theaters, doctors\u2019 offices, dentists\u2019 offices, hospitals, retail stores, health clubs, museums, libraries, private schools, and daycare centers. Private clubs and places run by religious organizations are not considered places of public accommodation. Title III prohibits public accommodations from denying persons with disabilities, on the basis of disability, the equal opportunity to use and enjoy their goods, services, or facilities.<\/p>\n<p>Consequently, a public or private entity cannot deny a person with HIV an occupational license or admission to a trade school because of his or her disability.<\/p>\n<p>Examples of discrimination against persons with HIV\/AIDS would include, for example:<\/p>\n<ul>\n<li>a certificate program for health aides having a blanket policy denying admission to anyone with HIV; and<\/li>\n<li>a cosmetology school denying admission to an HIV-positive individual because State cosmetology regulations require that cosmetologists be free from contagious, communicable, or infectious disease.<\/li>\n<\/ul>\n<p><strong>Q:\u00a0\u00a0Can a licensing entity, a trade school, or a training program exclude a person with HIV\/AIDS because of their HIV status?<\/strong><\/p>\n<p>A:\u00a0\u00a0In almost every instance, the answer to this question is no. Persons with disabilities may be excluded from the activities or services of a private or public entity because of a health concern only if they pose a significant risk to the health or safety of others, known as a \u201cdirect threat,\u201d that cannot be eliminated or reduced to an acceptable level by reasonable modifications to the entity\u2019s policies, practices, or procedures. The determination that a person poses a significant risk to the health or safety of others may not be based on generalizations or stereotypes about a particular disability; it must be based on an individualized assessment of the person with the disability that relies on current medical evidence.<\/p>\n<p>Transmission of HIV in this context will rarely raise a legitimate \u201cdirect threat\u201d issue. It is medically established that HIV can only be transmitted by sexual contact with an infected individual, exposure to infected blood or blood products, or perinatally from an infected mother to an infant during pregnancy, birth, or breastfeeding. HIV cannot be transmitted by casual contact. Thus, circumstances do not exist for the transmission of HIV in a school or workplace setting, including those involving massage therapy, cosmetology, or home healthcare services. For example, a cosmetology school\u2019s refusal to admit a qualified applicant who is HIV-positive because of unfounded fears or beliefs about risks of transmission of HIV during work as a cosmetologist would violate the ADA.<\/p>\n<p><strong>Q:\u00a0\u00a0May licensing entities or trade schools require an applicant to provide a doctor\u2019s certification that he or she is free of infectious, communicable, or contagious disease?<\/strong><\/p>\n<p>A:\u00a0\u00a0For the purposes of occupational training and licensing requirements, the terms \u201cinfectious, communicable, or contagious disease\u201d must exclude diseases, such as HIV, not transmitted through casual contact or through the usual practice of the occupation for which a license is required. Consequently, licensing boards and trade schools must amend their policies to state that such a certification requirement excludes diseases not transmitted through casual contact or through the usual practice of the occupation for which a license is required.<\/p>\n<p align=\"left\">Duplication of this document is encouraged.    July 2009<\/p>\n<pre>U.S. Department of Justice\r\nCivil Rights Division\r\nDisability Rights Section\r\n\r\n                     QUESTIONS AND ANSWERS:\r\n              THE AMERICANS WITH DISABILITIES ACT\r\n                   AND PERSONS WITH HIV\/AIDS \r\n\r\nI.  Introduction\r\n\r\n1.   Q:  What is the ADA?\r\n\r\n     A:  The Americans with Disabilities Act (ADA) gives federal\r\ncivil rights protections to individuals with disabilities similar\r\nto those provided to individuals on the basis of race, color,\r\nsex, national origin, age, and religion.  It guarantees equal\r\nopportunity for individuals with disabilities in public\r\naccommodations, employment, transportation, State and local\r\ngovernment services, and telecommunications.\r\n\r\n2.   Q:  Are people with HIV or AIDS protected by the ADA?\r\n\r\n     A:  Yes.  An individual is considered to have a \"disability\"\r\nif he or she has a physical or mental impairment that\r\nsubstantially limits one or more major life activities, has a\r\nrecord of such an impairment, or is regarded as having such an\r\nimpairment.  Persons with HIV disease, both symptomatic and\r\nasymptomatic, have physical impairments that substantially limit\r\none or more major life activities and are, therefore, protected\r\nby the law.\r\n\r\nPersons who are discriminated against because they are regarded\r\nas being HIV-positive are also protected.  For example, a person\r\nwho was fired on the basis of a rumor that he had AIDS, even if\r\nhe did not, would be protected by the law.\r\n\r\nMoreover, the ADA protects persons who are discriminated against\r\nbecause they have a known association or relationship with an\r\nindividual who is HIV-positive.  For example, the ADA would\r\nprotect an HIV-negative woman who was denied a job because her\r\nroommate had AIDS.\r\n\r\nII.  Employment\r\n\r\n1.   Q:  What employers are covered by the ADA?\r\n\r\n     A:  The ADA prohibits discrimination by all private\r\nemployers with 15 or more employees.  In addition, the ADA\r\nprohibits all public entities, regardless of the size of their\r\nwork force, from discriminating in employment against qualified\r\nindividuals with disabilities.\r\n\r\n2.   Q:  What employment practices are covered by the ADA?\r\n\r\n     A:  The ADA prohibits discrimination in all employment\r\npractices.  This includes not only hiring and firing, but job\r\napplication procedures (including the job interview), job\r\nassignment, training, and promotions.  It also includes wages,\r\nbenefits (including health insurance), leave, and all other\r\nemployment-related activities.  Examples of employment\r\ndiscrimination against persons with HIV\/AIDS would include:\r\n\r\n- An automobile manufacturing company that had a blanket policy\r\nof refusing to hire anyone infected with the AIDS virus.\r\n\r\n- An airline that extended an offer to a job applicant and then\r\nrescinded the offer when, after the applicant took an HIV test as\r\npart of the airline s required medical examination, the applicant\r\ntested positive for HIV.\r\n\r\n- A restaurant that fired a waitress after learning that the\r\nwaitress had HIV.\r\n\r\n- A university that fired a physical education instructor after\r\nlearning that the instructor s boyfriend had AIDS.\r\n\r\n- A company that contracted with an insurance company that had a\r\ncap on health insurance benefits provided to employees for\r\nHIV-related complications, but not on other health insurance\r\nbenefits.\r\n\r\n3.   Q:  Who is protected by the employment provisions of the\r\nADA?\r\n\r\n     A:  The ADA prohibits employment discrimination against\r\nqualified individuals with disabilities.  A \"qualified individual\r\nwith a disability\" is a person who meets legitimate skill,\r\nexperience, education, or other requirements of an employment\r\nposition he or she holds or seeks, and who can perform the\r\n\"essential functions\" of the position with or without reasonable\r\naccommodation.  \r\n\r\n4.   Q:  What is an \"essential function\" of the job?\r\n\r\n     A:  Essential functions of the job are those core duties\r\nthat are the reason the job position exists.  For example, an\r\nessential function of a typist s position is the ability to type;\r\nan essential function of a bus driver s position is the ability\r\nto drive.  \r\n\r\nRequiring the ability to perform \"essential\" functions assures\r\nthat an individual with a disability will not be considered\r\nunqualified because of his or her inability to perform marginal\r\nor incidental job functions.    \r\n\r\n5.   Q:  What is a \"reasonable accommodation\"?\r\n\r\n     A:  A \"reasonable accommodation\" is any modification or\r\nadjustment to a job, the job application process, or the work\r\nenvironment that will enable a qualified applicant or employee\r\nwith a disability to perform the essential functions of the job,\r\nparticipate in the application process, or enjoy the benefits and\r\nprivileges of employment.  Examples of \"reasonable\r\naccommodations\" include:  making existing facilities readily\r\naccessible to and usable by employees with disabilities;\r\nrestructuring a job; modifying work schedules; acquiring or\r\nmodifying equipment; and reassigning a current employee to a\r\nvacant position for which the individual is qualified.\r\n\r\nFor example:\r\n\r\n- An HIV-positive accountant required two hours off, bimonthly,\r\nfor visits to his doctor.  He was permitted to take longer lunch\r\nbreaks and to make up the time by working later on those days.\r\n\r\n- A supermarket check-out clerk with AIDS had difficulty standing\r\nfor long periods of time.  Her employer provided her with a stool\r\nso that she could sit down at the cash register when necessary.\r\n\r\n- A secretary with AIDS needed to take frequent rest breaks\r\nduring her work day.  Her boss allowed her to take as many breaks\r\nas she needed throughout the day, so long as she completed her\r\nwork before going home each evening.  \r\n\r\n- A machine operator required time off from work during his\r\nhospitalization with pneumocystis carinii pneumonia.  He had\r\nalready used up all his sick leave.  His employer allowed him to\r\neither take leave without pay, or to use his accrued vacation\r\nleave.\r\n\r\n- An HIV-positive computer programmer suffered bouts of nausea\r\ncaused by his medication.  His employer allowed him to work at\r\nhome on those days that he found it too difficult to come into\r\nthe office.  His employer provided him with the equipment\r\n(computer, modem, fax machine, etc.) necessary for him to work at\r\nhome.\r\n\r\n- An HIV-positive newspaper editor who tired easily from walking\r\nbegan to use an electric scooter to get around.  His employer\r\ninstalled a ramp at the entrance to the building in which the\r\neditor worked so that the editor could use his scooter at the\r\noffice.\r\n\r\n6.   Q:  Does an employer always have to provide a needed\r\nreasonable accommodation?\r\n\r\n     A:  An employer is not required to make an accommodation if\r\nit would impose an undue hardship on the operation of the\r\nbusiness.  An undue hardship is an action that requires\r\n\"significant difficulty or expense\" in relation to the size of\r\nthe employer, the resources available, and the nature of the\r\noperation.  Determination as to whether a particular\r\naccommodation poses an undue hardship must be made on a\r\ncase-by-case basis.  \r\n\r\nCustomer or co-worker attitudes are not relevant.  The potential\r\nloss of customers or co-workers because an employee has HIV\/AIDS\r\ndoes not constitute an undue hardship.\r\n\r\nAn employer is not required to provide an employee s first choice\r\nof accommodation.  The employer is, however, required to provide\r\nan effective accommodation, i.e., an accommodation that meets the\r\nindividual s needs.\r\n\r\n7.   Q:  When is an employer required to make a reasonable\r\naccommodation?\r\n\r\n     A:  An employer is only required to accommodate a \"known\"\r\ndisability of a qualified applicant or employee.  Thus, it is the\r\nemployee s responsibility to tell the employer that he or she\r\nneeds a reasonable accommodation.  If the employee does not want\r\nto disclose that he or she has HIV or AIDS, it may be sufficient\r\nfor the employee to say that he or she has an illness or\r\ndisability covered by the ADA, that the illness or disability\r\ncauses certain problems with work, and that the employee wants a\r\nreasonable accommodation.  However, an employer can require\r\nmedical documentation of the employee s disability and the\r\nlimitations resulting from that disability.\r\n\r\n8.   Q:  What if an employer has concerns about an applicant s\r\nability to do the job in the future?\r\n\r\n     A:  Employers cannot choose not to hire a qualified person\r\nnow because they fear the worker will become too ill to work in\r\nthe future.  The hiring decision must be based on how well the\r\nindividual can perform now.  In addition, employers cannot decide\r\nto not hire qualified people with HIV or AIDS because they are\r\nafraid of higher medical insurance costs, worker s compensation\r\ncosts, or absenteeism.  \r\n\r\n9.   Q:  Can an employer consider health and safety when deciding\r\nwhether to hire an applicant or retain an employee who has\r\nHIV\/AIDS?\r\n\r\n     A:  Yes, but only under limited circumstances.  The ADA\r\npermits employers to establish qualification standards that will\r\nexclude individuals who pose a direct threat -- i.e., a\r\nsignificant risk of substantial harm -- to the health or safety\r\nof the individual or of others, if that risk cannot be eliminated\r\nor reduced below the level of a \"direct threat\" by reasonable\r\naccommodation.  However, an employer may not simply assume that a\r\nthreat exists; the employer must establish through objective,\r\nmedically supportable methods that there is a significant risk\r\nthat substantial harm could occur in the workplace.  By requiring\r\nemployers to make individualized judgments based on reliable\r\nmedical or other objective evidence -- rather than on\r\ngeneralizations, ignorance, fear, patronizing attitudes, or\r\nstereotypes -- the ADA recognizes the need to balance the\r\ninterests of people with disabilities against the legitimate\r\ninterests of employers in maintaining a safe workplace.\r\n\r\nTransmission of HIV will rarely be a legitimate \"direct threat\"\r\nissue.  It is medically established that HIV can only be\r\ntransmitted by sexual contact with an infected individual,\r\nexposure to infected blood or blood products, or perinatally from\r\nan infected mother to infant during pregnancy, birth, or breast\r\nfeeding.  HIV cannot be transmitted by casual contact.  Thus,\r\nthere is little possibility that HIV could ever be transmitted in\r\nthe workplace.  \r\n\r\nFor example:\r\n\r\n- A superintendent may believe that there is a risk of employing\r\nan individual with HIV disease as a schoolteacher.  However,\r\nthere is little or no likelihood of a direct exchange of body\r\nfluids between the teacher and her students, and thus, employing\r\nthis person  would not pose a direct threat.\r\n\r\n- A restaurant owner may believe that there is a risk of\r\nemploying an individual with HIV disease as a cook, waiter or\r\nwaitress, or dishwasher, because the employee might transmit the\r\ndisease through the handling of food.  However, HIV and AIDS are\r\nspecifically not included on the Centers for Disease Control and\r\nPrevention (\"CDC\") list of infectious and communicable diseases\r\nthat are transmitted through the handling of food.  Thus, there\r\nis little or no likelihood that employing persons with HIV\/AIDS\r\nin food handling positions would pose a risk of transmitting HIV. \r\n- A fire chief may believe that an HIV-infected firefighter may\r\npose a risk to others when performing mouth-to-mouth\r\nresuscitation.  However, current medical evidence indicates that\r\nHIV cannot be transmitted by the exchange of saliva.  Thus, there\r\nis little or no likelihood that an HIV-infected firefighter would\r\npose a risk to others.\r\n\r\nHaving HIV or AIDS, however, might impair an individual s ability\r\nto perform certain functions of a job, thus causing the\r\nindividual to pose a direct threat to the health or safety of the\r\nindividual or others.  \r\n\r\nFor example:\r\n\r\n- A worker who operates heavy machinery and who has been\r\nsuffering from dizzy spells caused by the medication he is taking\r\nmight pose a direct threat to his or someone else s safety.  If\r\nno reasonable accommodation is available (e.g., an open position\r\nto which the employee could be reassigned), the employer would\r\nnot violate the ADA by laying the worker off.\r\n\r\n- An airline pilot who is experiencing bouts of dementia would\r\npose a direct threat to herself and her passengers  safety.  It\r\nwould not violate the ADA if the airline prohibited her from\r\nflying.\r\n\r\nAs noted above, the direct threat assessment must be an\r\nindividualized assessment.  Any blanket exclusion -- for example,\r\nrefusing to hire persons with HIV\/AIDS because of the attendant\r\nhealth risks -- would probably violate the ADA as a matter of\r\nlaw.\r\n\r\n10.  Q:  When can an employer inquire into an applicant s or\r\nemployee s HIV status?\r\n\r\n     A:  An employer may not ask or require a job applicant to\r\ntake a medical examination before making a job offer.  It cannot\r\nmake any pre-offer inquiry about a disability or the nature or\r\nseverity of a disability.  An employer may, however, ask\r\nquestions about the ability to perform specific job functions.\r\nThus, for example, the owner of an outdoor cafe could not ask an\r\nindividual with KS lesions who was applying for the position of a\r\nwaiter whether the applicant had AIDS.  The owner could, however,\r\nask the applicant whether he can be in the sun for extended\r\nperiods of time.\r\n\r\nAn employer may condition a job offer on the satisfactory result\r\nof a post-offer medical examination or medical inquiry if this is\r\nrequired of all entering employees in the same job category.\r\nHowever, if an individual is not hired because a post-offer\r\nmedical examination or inquiry reveals a disability, the\r\nreason(s) for not hiring must be job-related and consistent with\r\nbusiness necessity.  HIV-positive status alone, without some\r\naccompanying complication (e.g., dementia, loss of vision, etc.)\r\ncan almost never be the basis for a refusal to hire after a\r\npost-offer medical examination.\r\n\r\nAfter a person starts work, a medical examination or inquiry of\r\nan employee must be job-related and consistent with business\r\nnecessity.  Employers may conduct employee medical examinations\r\nwhere there is evidence of a job performance or safety problem,\r\nwhen examinations are required by other Federal laws, when\r\nexaminations are necessary to determine current \"fitness\" to\r\nperform a particular job, and\/or where voluntary examinations are\r\npart of employee health programs.  For example, an employer could\r\nnot ask an employee who had lesions on his face or who had\r\nrecently lost a significant amount of weight, but whose job\r\nperformance had not changed in any way, whether the employee had\r\nAIDS.  An employer could, however, require an employee who was\r\nexperiencing frequent dizzy spells, and whose work was suffering\r\nas a result, to undergo a medical examination.\r\n\r\n11.  Q:  What obligations does an employer have if an employee\r\ndiscloses his or her HIV status?\r\n\r\n     A:  The ADA requires that medical information be kept\r\nconfidential.  This information must be kept apart from general\r\npersonnel files as a separate, confidential medical record\r\navailable only under limited conditions.\r\n\r\n12.  Q:  What obligations does an employer have to provide health\r\ninsurance to employees with HIV\/AIDS?\r\n\r\n     A:  The ADA prohibits employers from discriminating on the\r\nbasis of disability in the provision of health insurance to their\r\nemployees and\/or from entering into contracts with health\r\ninsurance companies that discriminate on the basis of disability. \r\nInsurance distinctions that are not based on disability, however,\r\nand that are applied equally to all insured employees, do not\r\ndiscriminate on the basis of disability and do not violate the\r\nADA.\r\n\r\nThus, for example, blanket pre-existing condition clauses that\r\nexclude from the coverage of a health insurance plan the\r\ntreatment of all physical conditions that predate an individual s\r\neligibility for benefits are not distinctions based on disability\r\nand do not violate the ADA.  A pre-existing condition clause that\r\nexcluded only the treatment of HIV-related conditions, however,\r\nis a disability-based distinction and would likely violate the\r\nADA.\r\n\r\nSimilarly, a health insurance plan that capped benefits for the\r\ntreatment of all physical conditions at $50,000 per year does not\r\nmake disability-based distinctions and does not violate the ADA. \r\nA plan that capped benefits for the treatment of all physical\r\nconditions, except AIDS, at $50,000 per year, and capped the\r\ntreatment for AIDS-related conditions at $10,000 per year does\r\ndistinguish on the basis of disability and probably violates the\r\nADA.\r\n\r\n13.  Q:  What can an applicant or employee do if he or she\r\nbelieves that he or she is being discriminated against on the\r\nbasis of his or her HIV status?\r\n\r\n     A:  An applicant or employee who believes that he or she is\r\nthe victim of HIV discrimination should first try to explain to\r\nhis or her employer what the ADA requires.  If the issue is not\r\nresolved satisfactorily, the employee may file a complaint with\r\nthe nearest Equal Employment Opportunity Commission office.  The\r\ncomplaint must be filed within 180 days of when the\r\ndiscrimination occurred.  The EEOC will investigate the complaint\r\nand either act to correct the problem or give the employee a\r\n\"right to sue\" letter.  The right to sue letter permits the\r\nemployee to sue the employer directly.  The employee may be\r\nentitled to the job he or she was denied, back pay, benefits, or\r\nother compensatory and punitive damages.  \r\n\r\nFor more information about the ADA s employment requirements,\r\nplease call the Equal Employment Opportunity Commission at\r\n(800)669-4000 (voice) or (800)669-6820 (TDD). \r\n\r\nIII.  Public Accommodations\r\n\r\n1.   Q:  What is a public accommodation?\r\n\r\n     A:  A public accommodation is a private entity that owns,\r\noperates, leases, or leases to a place of public accommodation. \r\nPlaces of public accommodation include a wide range of entities,\r\nsuch as restaurants, hotels, theaters, doctors  offices,\r\ndentists  offices, hospitals, retail stores, health clubs,\r\nmuseums, libraries, private schools, and day care centers. \r\nPrivate clubs and places run by religious organizations are not\r\nconsidered places of public accommodation.  \r\n\r\n2.   Q:  What constitutes discrimination?\r\n\r\n     A:  Discrimination is the failure to give a person with a\r\ndisability the equal opportunity to use or enjoy the public\r\naccommodation s goods, services, or facilities.  Examples of ADA\r\nviolations would include:\r\n\r\n- A dentist who categorically refused to treat all persons with\r\nHIV\/AIDS.\r\n\r\n- A moving company that refused to move the belongings of a\r\nperson who had AIDS, or that refused to move the belongings of a\r\nperson whose neighbor had AIDS.\r\n\r\n- A health club that charged extra fees to persons who were\r\nHIV-positive, or that prohibited HIV-positive members from using\r\nthe steam room or sauna, or that limited the hours during which\r\nHIV-positive members could use the club s facilities.\r\n\r\n- A day care center that categorically refused admission to\r\nHIV-positive children or the children of HIV-positive mothers.  \r\n\r\n- A funeral home that refused to provide funeral services for a\r\nperson who died from AIDS-related complications.\r\n\r\n- A building owner who refused to lease space to a not-for-profit\r\norganization that provided services to persons living with\r\nHIV\/AIDS.\r\n\r\nThe ADA also requires public accommodations to take steps to\r\nensure that persons with disabilities have equal access to their\r\ngoods and services.  For example, the ADA requires public\r\naccommodations to make reasonable changes in their policies,\r\npractices, and procedures; to provide communication aids and\r\nservices; and to remove physical barriers to access when it is\r\nreadily achievable to do so.\r\n\r\n3.   Q:  What types of changes in policies, practices, or\r\nprocedures would a public accommodation have to make to ensure\r\nequal access to persons with HIV\/AIDS?\r\n\r\n     A:  Even though a public accommodation may not intend to\r\ndiscriminate against persons with HIV\/AIDS, its customary way of\r\ndoing business may unintentionally exclude persons with HIV\/AIDS\r\nor provide them with lesser services.  If reasonable\r\nmodifications in the business  policies, practices, or procedures\r\nwould rectify the problem, the public accommodation would be\r\nrequired to make those changes.  \r\n\r\nFor example:\r\n\r\n- A hotel does not allow pets.  It would be a reasonable\r\nmodification of the hotel s policy to allow a person who has lost\r\nhis vision from cytomegalovirus retinitis (CMV), an AIDS-related\r\nillness, to have his guide dog stay with him in the hotel.\r\n\r\n- A pharmacy requires customers to stand in line to be served.  A\r\nperson with AIDS finds it too tiring to stand in line.  It would\r\nbe a reasonable modification of the pharmacy s procedures to\r\nallow the person to announce her presence and\/or take a number\r\nand then sit down until her prescription is filled.  It would\r\nalso be a reasonable modification if the pharmacy provided\r\ncurbside service and\/or home delivery.\r\n\r\n4.   Q:  Are health care providers required to treat all persons\r\nwith HIV\/AIDS, regardless of whether the treatment being sought\r\nis within the provider s area of expertise?\r\n\r\n     A:  No.  A health care provider is not required to treat a\r\nperson who is seeking or requires treatment or services outside\r\nthe provider s area of expertise.  However, a health care\r\nprovider cannot simply refer a patient with HIV\/AIDS to another\r\nprovider simply because the patient has HIV\/AIDS.  The referral\r\nmust be based on the treatment the patient is seeking, not the\r\npatient s HIV status alone. \r\n\r\nFor example:\r\n\r\n- An HIV-positive individual suffers a severe allergic drug\r\nreaction while on vacation and goes to the nearest emergency\r\nroom.  The hospital routinely treats people suffering from\r\nallergic drug reactions.  Sending the patient to another hospital\r\nthat allegedly has an \"AIDS unit\" would violate the ADA.\r\n\r\n- An HIV-positive individual is in a car accident and suffers\r\nsevere third degree burns.  He  is taken to the nearest hospital,\r\nwhich does not have a burn unit.  Sending the patient to another\r\nhospital that has a burn unit would not violate the ADA.\r\n\r\n- A person with AIDS goes to the dentist for a teeth cleaning. \r\nThe dentist refers her to another dentist because the dentist\r\nclaims he is \"not equipped\" to treat persons with AIDS.  Because\r\nthere is no special equipment necessary for providing routine\r\ndental care  to persons with HIV\/AIDS, this \"referral\" would\r\nviolate the ADA.\r\n\r\n- A person with AIDS goes to the dentist because she has an oral\r\nlesion on the roof of her mouth.  The dentist tells the patient\r\nthat she has a lesion that the dentist is not able to identify\r\nand does not know how to treat.  The dentist refers the patient\r\nto an oral surgeon for diagnosis and treatment of the lesion,\r\nwith the understanding that the patient will return to the\r\ndentist for the provision of routine dental care.  This would not\r\nviolate the ADA.\r\n\r\n5.   Q:  What types of communication aids and services would a\r\npublic accommodation be required to provide to persons with\r\nHIV\/AIDS?\r\n\r\n     A:  A public accommodation is required to provide auxiliary\r\naids and services where necessary to ensure effective\r\ncommunication with individuals with disabilities, unless an undue\r\nburden (i.e., a significant difficulty or expense) or fundamental\r\nalteration would result.  Thus, if a person with HIV or AIDS has\r\nan impairment -- such as a vision, hearing, or speech impairment\r\n-- that substantially limits his or her ability to communicate,\r\nthe public accommodation must provide auxiliary aids or services\r\nthat will ensure equal access to the goods, services, or\r\nfacilities that the public accommodation offers.  The impairment\r\ncan be one that the person has had from birth, or one that has\r\nrecently developed as a result of an AIDS-related complication.  \r\n\r\nThe type of auxiliary aid or service necessary to ensure\r\neffective communication will vary in accordance with the length\r\nand complexity of the communication involved.  Some examples of\r\nauxiliary aids and services are -- exchanging written notes,\r\ntyping back and forth on a computer, providing a qualified sign\r\nlanguage interpreter, or having a telecommunication device for\r\ndeaf persons (TDD) for customers with hearing impairments;\r\nreading aloud, providing large print, audiotapes, or braille\r\nmaterials, or locating merchandise for customers with vision\r\nimpairments; and using TDD s or computer terminals for persons\r\nwith speech impairments.\r\n\r\nFor example:  \r\n\r\n- A person who was born deaf and uses American Sign Language as\r\nhis primary means of communication goes to his physician to\r\nreceive the results of his HIV test.  The test results have come\r\nback positive.  The physician may be required to obtain and pay\r\nfor a sign language interpreter, as the communication between the\r\nphysician and his patient is likely to be lengthy and complex and\r\nmay only be effective if a sign language interpreter is provided.\r\n\r\n- A person with AIDS has recently lost his vision as a result of\r\nan AIDS-related complication.  It would be appropriate for a\r\nrestaurant waiter to read aloud the contents of the menu.  \r\n\r\n6.   Q:  Can a public accommodation charge for reasonable\r\nmodifications in its policies, practices, or procedures, or for\r\nthe provision of communication aids and services?\r\n\r\n     A:  No.  A public accommodation may not impose a surcharge\r\non a particular individual with a disability or any group of\r\nindividuals with disabilities to cover the costs necessary to\r\nprovide nondiscriminatory treatment.  \r\n\r\nFor example:\r\n\r\n- A law firm routinely prepares wills and trusts.  A woman with\r\nAIDS who recently has suffered vision loss requests that the firm\r\ndraft her will and guardianship papers, and requests that the\r\nfirm provide her with all drafts of her documents in large print. \r\nThe law firm cannot charge the woman extra for preparing the\r\ndocuments in large print.\r\n\r\n7.   Q:  Can a public accommodation exclude a person with\r\nHIV\/AIDS because that person allegedly poses a direct threat to\r\nthe health and safety of others?\r\n\r\n     A:  In almost every instance, the answer to this question is\r\nno. Persons with HIV\/AIDS will rarely, if ever, pose a direct\r\nthreat in the public accommodations context.\r\n\r\nA public accommodation may exclude an individual with a\r\ndisability from participation in an activity, if that\r\nindividual s participation would result in a direct threat to the\r\nhealth or safety of others.  \"Direct threat,\" however, is defined\r\nas a \"significant risk to the health or safety of others\" that\r\ncannot be eliminated or reduced to an acceptable level by\r\nreasonable modifications to the public accommodation s policies,\r\npractices, or procedures, or by the provision of appropriate\r\nauxiliary aids or services.  The determination that a person\r\nposes a direct threat to the health or safety of others may not\r\nbe based on generalizations or stereotypes about the effects of a\r\nparticular disability; it must be based on an individual\r\nassessment that considers the particular activity and the actual\r\nabilities and disabilities of the individual.  The individual\r\nassessment must be based on reasonable judgment that relies on\r\ncurrent medical evidence.  \r\n\r\nFor example:\r\n\r\n- A restaurant s refusal to admit an individual with AIDS would\r\nviolate the ADA, because HIV cannot be transmitted through the\r\ncasual contact typical among restaurant patrons.\r\n\r\n- A gynecologist s refusal to treat an HIV-positive woman would\r\nbe a violation.  Health care providers are required to treat all\r\npersons as if they are infectious for HIV and other bloodborne\r\npathogens, and must use universal precautions (gloves, mask,\r\ngown, etc.) to protect themselves from the transmission of\r\ninfectious diseases.  Failure to treat a person who acknowledges\r\nher HIV-positive status would be a violation, because so long as\r\nthe physician utilizes universal precautions, it is safe to treat\r\npersons with HIV\/AIDS.\r\n\r\n- A day care center s refusal to admit a child who is\r\nHIV-positive, because of the fear that the child might bite and\r\nmight therefore transmit HIV to other children, is also a\r\nviolation.  It is incorrect to assume that all young children\r\nbite.  Moreover, current medical evidence indicates that HIV is\r\nnot transmitted by saliva.  Even if an HIV-positive child were to\r\nbite another child, the only bodily fluid that would be\r\ntransmitted from the infected child to the non-infected child\r\nwould be saliva.\r\n\r\n- A health club s revocation of an HIV-positive person s\r\nmembership, because of the fear that the person may transmit the\r\nvirus through the sweat he leaves on the club s weight machines,\r\nalso violates the ADA.  There is no evidence that HIV can be\r\ntransmitted by sweat.\r\n\r\n8.   Q:  What types of physical barriers to access is a public\r\naccommodation required to remove?  Why is this important to\r\npersons with HIV\/AIDS?\r\n\r\n     A:  Persons with HIV or AIDS may find that they have less\r\nstrength to open doors, or may tire more easily when walking or\r\nclimbing stairs.  They may use a wheelchair, electric scooter, or\r\nother device for mobility purposes.  The ADA s barrier removal\r\nrequirements address these situations.\r\n\r\nThe ADA requires that public accommodations remove all physical\r\nbarriers to access in their existing facilities, where it is\r\n\"readily achievable\" to do so.  \"Readily achievable\" means\r\n\"easily accomplishable and able to be carried out without much\r\ndifficulty or expense.\"\r\n\r\nExamples of barrier removal may include installing ramps, making\r\ncurb cuts in sidewalks and entrances, rearranging furniture,\r\nwidening doors, installing accessible door hardware, and\r\ninstalling grab bars in toilet stalls.  The obligation to engage\r\nin readily achievable barrier removal is a continuing one.\r\n\r\nThe ADA requires that all newly constructed places of public\r\naccommodation be readily accessible to and usable by individuals\r\nwith disabilities.  The ADA also requires that all alterations\r\nmade to existing facilities be readily accessible to and usable\r\nby individuals with disabilities.\r\n\r\n9.   Q:  What can a person do if he or she is being discriminated\r\nagainst by a place of public accommodation on the basis of his or\r\nher HIV status?\r\n\r\n     A:  A person who believes that he or she is being\r\ndiscriminated against should first try to educate the manager or\r\nowner of the public accommodation about what the ADA requires. \r\nThe person should suggest reasonable policy changes that will\r\nprovide equal access, request a communication aid, or ask that a\r\nbarrier be removed.  An individual may also wish to seek out\r\nmediation services provided by community or private mediation\r\nservices. If the situation is not resolved satisfactorily, a\r\ncomplaint may be filed with the Department of Justice.   \r\n\r\nThe Department of Justice is authorized to investigate complaints\r\nand to bring lawsuits in cases of general public importance, or\r\nwhere there is a \"pattern or practice\" of discrimination.  Due to\r\nresource limitations, the Department is unable to investigate\r\nevery complaint.  The Department may seek injunctive relief\r\n(i.e., having the public accommodation correct its discriminatory\r\npractices), money damages, and civil penalties.  Complaints\r\nshould be sent to the following address:\r\n\r\nDisability Rights Section\r\nCivil Rights Division\r\nDepartment of Justice\r\nP.O. Box 66738\r\nWashington, D.C. 20035-6738 \r\n\r\nIndividuals are also entitled to bring private lawsuits.  If a\r\nperson files a private lawsuit, he or she may not seek money\r\ndamages.  However, the person may seek injunctive relief  and\r\nattorney s fees and costs.  \r\n\r\nIV.  State and Local Governments\r\n\r\n1.   Q:  Does the ADA also prohibit State and local governments\r\nfrom discriminating against persons with HIV\/AIDS?\r\n\r\n     A:  Yes.  The ADA applies to all State and local\r\ngovernments, their departments and agencies, and any other\r\ninstrumentalities or special purpose districts of State or local\r\ngovernments.\r\n\r\nFor example:\r\n\r\n- A public school system may not prohibit an HIV-positive child\r\nfrom attending elementary school.\r\n\r\n- A county hospital may not refuse to treat persons with\r\nHIV\/AIDS.\r\n\r\n- A local police station must make sure that TDD users, including\r\npersons with HIV\/AIDS, can call 911 and other emergency phone\r\nnumbers directly, without having to go through a relay system.\r\n\r\n- A city emergency medical technician may not refuse to transport\r\na person with AIDS.\r\n\r\n- A state-owned nursing home may not refuse to accept patients\r\nwith HIV\/AIDS.\r\n\r\n- A county recreation center may not refuse admission to a summer\r\ncamp program to a child whose brother has AIDS.\r\n\r\n2.   Q:    What can a person do if he or she is being\r\ndiscriminated against by a State or local government on the basis\r\nof his or her HIV status?\r\n\r\n     A:  A person who believes he or she is being discriminated\r\nagainst by a State or local government should first try to\r\neducate officials involved about the ADA s requirements. \r\nIndividuals may also file a complaint with the Department of\r\nJustice.  Complaints must be filed within 180 days of when the\r\ndiscrimination occurred.  Complaints should be sent to the\r\nfollowing address:\r\n\r\nU. S. Department of Justice\r\nCivil Rights Division\r\nDisability Rights Section\r\nPost Office Box 66738\r\nWashington, D.C.  20035-6738\r\n\r\nIndividuals are also entitled to bring private ADA lawsuits\r\nagainst State and local governments nd seek injunctive relief,\r\ncompensatory damages, and reasonable attorney s fees.  \r\n\r\nV.  Telecommunications, Housing, Air Transportation\r\n\r\n1.   Q:  What is a relay service?\r\n\r\n     A:  Telecommunications relay services bridge the gap between\r\nTDD users -- including persons with HIV\/AIDS who have recently\r\nexperienced hearing loss -- and regular voice telephone users. \r\nThe relay service enables persons who have TDD s to carry on\r\ntelephone conversations with persons who do not, through use of\r\nan intermediary person -- the relay operator.  The relay operator\r\nreads the TDD message to the person without the TDD and types the\r\nperson s spoken message back to the TDD user.\r\n\r\nThe ADA requires the telephone industry to provide free telephone\r\nrelay service through 800 numbers.  The relay service must be\r\navailable twenty-four hours a day, seven days a week, without\r\nrestrictions on the type, length, or number of calls made by any\r\nrelay user.\r\n\r\n2.   Q:  Does the ADA prohibit discrimination in the sale,\r\nrental, and other terms of housing?\r\n\r\n     A:  Housing discrimination is not covered by the ADA. \r\nHowever, the Fair Housing Amendments Act of 1988, which is\r\nprimarily enforced by the U.S. Department of Housing and Urban\r\nDevelopment, prohibits housing discrimination against persons\r\nwith disabilities, including persons with HIV\/AIDS.  Persons who\r\nbelieve that they have been discriminated against in housing\r\nbecause of their HIV-positive status should contact their State\r\nor local government s Fair Housing and Equal Opportunity Office.\r\n\r\n3.   Q:  Does the ADA prohibit discrimination by airlines?\r\n\r\n     A:  Discrimination by air carriers in areas other than\r\nemployment is not covered by the ADA, but rather, by the Air\r\nCarrier Access Act (ACAA).  Persons who believe that they have\r\nbeen discriminated against by airlines because of their\r\nHIV-positive status should contact the U.S. Department of\r\nTransportation.\r\n\r\nVI.  Resources \r\n\r\nThe following section provides the telephone numbers of federal\r\nagencies providing information on the ADA, as well as the\r\ntelephone numbers of other federal agencies providing information\r\nof interest to persons living with HIV\/AIDS.\r\n\r\nDepartment of Justice offers technical assistance on the ADA\r\nStandards for Accessible Design and other ADA provisions applying\r\nto businesses, non-profit service agencies, and state and local\r\ngovernment programs; also provides information on how to file ADA\r\ncomplaints.\r\n\r\nADA Information Line for documents and questions\r\n800-514-0301 (Voice)     800-514-0383 (TDD)\r\n\r\nElectronic bulletin board     202-514-6193 \r\n\r\nDOJ World Wide Web Home Page  http:\/\/www.usdoj.gov   \r\n\r\nEqual Employment Opportunity Commission offers technical\r\nassistance on the ADA provisions applying to employment; also\r\nprovides information on how to file ADA complaints.\r\n\r\nEmployment questions\r\n800-669-4000 (Voice)     800-669-6820 (TDD)\r\n\r\nEmployment documents\r\n800-669-3362 (Voice)     800-800-3302 (TDD)\r\n\r\nDepartment of Transportation offers technical assistance on ADA\r\nprovisions applying to public transportation and air carrier\r\naccess.\r\n\r\nADA documents and questions\r\n202-366-1656 (Voice)     202-366-4567 (TDD)\r\n\r\nADA legal questions\r\n202-366-1936 (Voice)     TDD: use relay service\r\n\r\nADA complaints and enforcement\r\n202-366-2285 (Voice)     202-366-0153 (TDD)\r\n\r\nElectronic bulletin board     202-366-3764\r\n\r\nAir Carrier Access Act questions\r\n202-366-4859 (voice)     TDD: use relay service\r\n\r\nACAA complaints and enforcement\r\n202-267-5794 (voice)     202-267-9730 (TDD)\r\n\r\nFederal Communications Commission offers technical assistance on\r\nADA telephone relay service requirements.\r\n\r\nRelay service - documents and questions\r\n202-418-0190 (voice)     202-418-2555 (TDD)\r\n\r\nRelay service - legal questions\r\n202-418-2357 (voice)     202-418-0484 (TDD)\r\n\r\nAccess Board, or Architectural and Transportation Barriers\r\nCompliance Board, offers technical assistance on the ADA\r\nAccessibility Guidelines, and answers questions pertaining to\r\naccess to federal facilities and post offices.\r\n\r\nADA documents and questions\r\n800-872-2253 (voice)     800-993-2822 (TDD)\r\n\r\nElectronic bulletin board     202-272-5448\r\n\r\nDepartment of Education funds ten regional centers to provide\r\ntechnical assistance on the ADA.\r\n\r\nDisability &amp; Business Technical Assistance Centers\r\n800-949-4232 (voice\/ TDD)\r\n(call automatically connects to the closest center)\r\n\r\nPresident s Committee on Employment of People with Disabilities\r\nfunds the Job Accommodation Network (JAN), which provides advice\r\non accommodating employees with disabilities.\r\n\r\nJob Accommodation Network\r\n800-526-7234 (voice\/ TDD)\r\n\r\nInternal Revenue Service provides information and publications\r\nabout tax code provisions including tax credits (section 44) and\r\ndeductions (section 190) that can assist businesses in complying\r\nwith the ADA.\r\n\r\nTax code information\r\n800-829-1040 (voice)     800-829-4059 (TDD)\r\n\r\nTo order Publication 907 \r\n800-829-3676 (voice)     800-829-4059 (TDD)\r\n\r\nLegal questions\r\n202-622-3110 (voice)     TDD: use relay service\r\n\r\nFair Housing Information Clearinghouse is run by the Department\r\nof Housing and Urban Development and provides information\r\nconcerning issues of housing access. \r\n\r\nInformation and publications\r\n800-343-3442 (voice)     800-483-2209 (TDD)\r\n\r\nCDC National AIDS Clearinghouse provides comprehensive HIV\/AIDS\r\ninformation to health professionals, managers of HIV\/AIDS\r\nprograms, educators, and information providers.\r\n\r\nNational AIDS hotline\r\n800-342-AIDS (voice)     800-243-7889 (TDD)\r\n800-344-SIDA (Spanish)\r\n\r\nClearinghouse services\r\n800-458-5231 (voice)     800-243-7012 (TDD)\r\n\r\nHIV\/AIDS Statistics Info Line\r\n404-332-4570\r\n\r\nFood and Drug Administration provides information concerning the\r\nsafety and efficacy of drugs, biologics, vaccines, and medical\r\ndevices used in the diagnosis, treatment, and prevention of HIV\r\ninfection, AIDS, and AIDS-associated opportunistic infections.\r\n\r\nOffice of AIDS and Special Health Issues\r\n301-443-0104\r\n\r\nBulletin Board System\r\n800-222-0185\r\n\r\nNational AIDS Program Office of the U.S. Public Health Service\r\nprovides information concerning the Public Health Service s\r\nAIDS-related activities.\r\n\r\nNational AIDS Program Office\r\n202-690-5471\r\n\r\nBulletin Board System\r\n202-690-5423\r\n\r\n     This document is available in the following formats for\r\npersons with disabilities --\r\n          - Braille\r\n          - Large print\r\n          - Audiocassette; and\r\n          - Electronic file on computer disk and electronic \r\n            bulletin board, (202) 514-6193.\r\n     To obtain these documents in alternate formats, call the\r\nDepartment of Justice ADA Information Line, (800) 514-0301\r\n(voice), (800) 514-0383 (TDD).\r\n\r\nNote:  Reproduction of this document is encouraged.<\/pre>\n","protected":false},"excerpt":{"rendered":"<p>Questions and Answers: The Americans with Disabilities Act And the Rights of Persons with HIV\/AIDS To Obtain Occupational Training and State Licensing FREE ESTIMATES\u00a0\u00a0\u00a0\u00a0 ADA CERTIFIED REMODELER Jacksonville\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Duval County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-346-1266 St Augustine\u00a0\u00a0\u00a0\u00a0\u00a0 St Johns County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-824-7144 Orange Park\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Clay County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-264-6444 Jacksonville Beaches\u00a0\u00a0\u00a0 Duval County\u00a0 \u00a0\u00a0\u00a0\u00a0904-246-3969 Fernandina\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Nassau County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-277-3040 Macclenny\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Baker County\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 904-259-5091 [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","meta":[],"_links":{"self":[{"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/pages\/216"}],"collection":[{"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=216"}],"version-history":[{"count":1,"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/pages\/216\/revisions"}],"predecessor-version":[{"id":217,"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=\/wp\/v2\/pages\/216\/revisions\/217"}],"wp:attachment":[{"href":"http:\/\/asapgeneralcontracting.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=216"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}