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Have you ever tried to use your computer with your eyes closed? Even with a screen reader, it's incredibly challenging. The fact is, most computer applications are not designed with disabled users in mind. Trying to navigate the web using a screen reader gave me a new level of appreciation for the amount of effort Envisage Technologies, the company for which I work, has put into improving the overall 508 compliance of the Acadis® Readiness Suite. Section 508 is part of the Rehabilitation Act of 1973, which prohibits discrimination on the basis of disability in programs run by federal agencies, programs that receive federal assistance, in federal employment, and in the employment practices of federal contractors. An amendment to Section 508 requires federal agencies to make electronic and information technology accessible in order to eliminate barriers in information technology and create new opportunities for people with disabilities. The Acadis Readiness Suite is an enterprise software application designed to streamline training management for first responders and other federal, state and local government agencies. While 508 compliance is a requirement for several of our customers, Customs and Border Protection made compliance a priority for this software suite. Their intent was to perform 508 compliance checks on Acadis, and our intent was to be prepared.

A fitness test is an effective and legal device for screening first responders, but only when designed and implemented in a particular way. Though some believe that the daily demands of public safety professionals are enough to maintain adequate levels of fitness, this is a faulty and dangerous assumption. Even though the most common tasks performed by first responders do not involve physical exertion, the primary goal of training and fitness should be to ensure that first responders are able to get to, control and remove a threat to public safety. Because individuals with poor fitness may be incapable of performing these essential tasks, departments with lax or no standards are at risk for lawsuits based on negligence and deliberate indifference. Implementing overly-stringent standards is hardly a panacea for a department's litigation woes. If standards are based on, relative to, or disparately impact members of a protected class, then rejected applicants may allege discrimination under state or federal law.