Accommodation of Members with Disabilities. 2.1 The Parties agree that accommodation means any adjustment in the terms and conditions of employment or the physical environment which may be required as a result of a Member's physical or mental disability, whether permanent or temporary. Such accommodation shall be reasonable and limited only by undue hardship on the Board or other Members.
Accommodation of Members with Disabilities. 1. Any academic staff member with a medical disability, physical or non-physical in nature, whether permanent or temporary, has the right to accommodation. Such accommodation shall be reasonable and limited only by evidence of undue hardship on the College and in compliance with The Saskatchewan Human Rights Code.
Accommodation of Members with Disabilities. The University and the Faculty Association recognize their joint duty to provide accommodation in the workplace to APT members with medical disabilities. The University will work to achieve a reasonable accommodation for individuals, subject to bona fide occupational requirements and to the point where it causes undue hardship for the University. The relevant stakeholders will work collectively to identify an appropriate method of accommodation that meets the needs of the individual.
Accommodation of Members with Disabilities. You are urged to reach out to members who can contribute a diverse set of perceptions, skills, and life experiences to the program team. Please remember the following: • Accessibility is a firm principle of AmeriCorps programs. All aspects of such programs, including, but not limited to meetings, architectural surroundings, means and methods of communication, attitudes and values, policies and applications of policies, and events, should be accessible to and accommodating to persons from across the full spectrum of physical, cognitive, communication and sensory disabilities. • Qualified applicants with disabilities should be recruited to become New Jersey AmeriCorps Xxxxxx Leader Program members. • Collaborative and cooperative partnerships with individuals with disabilities and organizations serving such individuals should be developed and maintained for the purposes of recruitment, reasonable accommodation, inclusion and retention. • Individuals with disabilities should be actively involved in the process of identifying and obtaining reasonable accommodations. • Programs should understand that accommodation and inclusion is an on-going process, that accommodation and service responsibilities change, and that inclusion of persons with disabilities should be viewed as an on-going and evolving process. • Programs should recognize that inclusion goes beyond providing accommodations and often requires proactive, interpersonal efforts to include each AmeriCorps member as part of the team.
Accommodation of Members with Disabilities. 43.1 The Parties are jointly committed to providing a work environment that facilitates the full participation of all Members. The Parties encourage, as articulated in the 2011 Accommodation Partnership Agreement jointly agreed upon by the parties, all Members with disabilities to avail themselves of the services at the University that may facilitate their contributions to teaching, research, scholarship, and professional practice and service.
Accommodation of Members with Disabilities. The participating college or university is urged to reach out to individuals who can contribute a diverse set of perceptions, skills, and life experiences to the AmeriCorps Program. Accessibility is a firm principle of AmeriCorps programs. All aspects of such programs, including, but not limited to meetings, architectural surroundings, means and methods of communication, attitudes and values, policies and applications of policies, and events, should be accessible to and accommodating to persons from across the full spectrum of physical, cognitive, communication and sensory disabilities. Qualified applicants with disabilities should be recruited to become National Xxxxxx AmeriCorps Program members. Collaborative and cooperative partnerships with individuals with disabilities and organizations serving such individuals should be developed and maintained for the purposes of recruitment, reasonable accommodation, inclusion and retention. Individuals with disabilities should be actively involved in the process of identifying and obtaining reasonable accommodations. The participating college or university must understand that accommodation and inclusion is an on-going process, that accommodation and service responsibilities change, and that inclusion of persons with disabilities should be viewed as an on-going and evolving process. The participating college or university must recognize that inclusion goes beyond providing accommodations and often requires proactive, interpersonal efforts to include each AmeriCorps member as part of the team. The participating college or university must ensure that AmeriCorps service placements are accessible to persons with disabilities. The participating college or university must provide reasonable accommodation to the known intellectual or physical disabilities of Members. All Member selections and placements must be made without regard to the need to provide reasonable accommodation.
Accommodation of Members with Disabilities. You are urged to reach out to members who can contribute a diverse set of perceptions, skills, and life experiences to the program team. • Accessibility is a firm principle of AmeriCorps programs. All aspects of such programs, including, but not limited to meetings, architectural surroundings, means and methods of communication, attitudes and values, policies and applications of policies, and events, should be accessible to and accommodating to persons from across the full spectrum of physical, cognitive, communication and sensory disabilities. • Programs should understand that accommodation and inclusion is an on-going process, that accommodation and service responsibilities change, and that inclusion of persons with disabilities should be viewed as an on-going and evolving process. Programs should recognize that inclusion goes beyond providing accommodations and often requires proactive, interpersonal efforts to include each AmeriCorps member as part of the team.
