• Operable: Ensure not only that it's simple for users to navigate using a mouse, but also that it's easy to navigate using keyboard-only commands. Try pressing the “tab” key repeatedly to see whether you can access elements on your website using the keyboard alone. Many people who have motor disabilities, as well as people with visual impairments, rely on a keyboard. If your site relies on interaction by a computer mouse, you may want to seek a developer’s assistance in improving this aspect of accessibility.
As always, litigation also became an important vehicle for the Commission to establish its policy positions on the provisions of the ADA. From the Act's effective date through July 2, 2000, the Commission has filed 375 ADA lawsuits, successfully resolving more than 91 percent of the lawsuits filed in district court either by settlement or jury verdict. The Commission also has participated as amicus curiae in 87 cases on issues arising from or connected to the ADA, the Rehabilitation Act (an act that protects federal employees and others connected with the Federal Government from workplace discrimination and which was the precursor of the ADA), or other state disability laws.
Some people feel that the wording is so vague a person with any "minor" problem could file frivolous lawsuits for easy money. For example, they say, a person with a stiff neck could neglect certain job duties while hiding behind the ADA. However, this argument demonstrates a couple of misunderstanding about the nature of disabilities and the rules spelled out by this legislation.

This portion of the law is regulated and enforced by the U.S. Equal Employment Opportunity Commission. Employers with 15 or more employees must comply with this law. The regulations for Title I define disability, establish guidelines for the reasonable accommodation process, address medical examinations and inquiries, and define “direct threat” when there is significant risk of substantial harm to the health or safety of the individual employee with a disability or others.  
If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job.
In recent cases, the U.S. Department of Justice has repeatedly sided with plaintiffs arguing that a private company’s website needs to be accessible, despite any other mitigating factors. One thing is for certain, however: The number of federal lawsuits alleging violations of the ADA is currently accelerating at a rapid pace. Between January and August 2017, there were 432 ADA lawsuits filed in federal court—more than the total number of ADA lawsuits in 2015 and 2016 combined.

The WCAG 2.1 requirements define the standard for successful development with an ascending order of compliance levels. The standard has three compliance or success levels namely: A, AA, and AAA. The first A level means the lowest success while the AA and AAA level signifies the highest success. More A’s show that a website has met more demands and achieved greater accessibility convenience.

* New bus stations must be accessible. Alterations to existing stations must be accessible. When alterations to primary function areas are made, an accessible path of travel to the altered area (and the bathrooms, telephones, and drinking fountains serving that area) must be provided to the extent that the added accessibility costs are not disproportionate to the overall cost of the alterations.
A. No. The ADA does not require that an employer hire an applicant with a disability over other applicants because the person has a disability. The ADA only prohibits discrimination on the basis of disability. It makes it unlawful to refuse to hire a qualified applicant with a disability because he is disabled or because a reasonable accommodation is required to make it possible for this person to perform essential job functions.
For discussion’s sake – while I don’t know the specific nature of your videos, my guess is that they might be demonstrating various techniques or other content in which simply hearing the audio of the video wouldn’t deliver the full context of the content. If making that content accessible is something you’d want to do, you’d likely want to start with a written description of what takes place in the video. Beyond that, high contrast vector images or diagrams showcasing specific parts of the technique would certainly help.
In 2018 alone, there were around 1,000 lawsuits related to website accessibility. Industries affected include e-commerce stores, restaurants, consumer goods companies and more. These lawsuits even impacted major corporations such as Hershey's, Burger King and Nike, to name a few. With no slowdown in lawsuits expected, it's essential that companies comply with ADA standards to avoid costly litigation and negative press.