Reasonable Accommodation Policy. Background and Purpose AmeriCorps encourages individuals with disabilities to participate as national service providers through the AmeriCorps programs. AmeriCorps prohibits any form of discrimination against persons with disabilities in recruitment, as well as in service. Under Federal law, any program receiving Federal funds is required to comply with the requirements of the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act. No qualified individual with a disability shall, by reason of disability, be excluded from participation in or be denied the benefits of the program, services, or activities of the program, or be subjected to discrimination by the program. Nor shall the program exclude or otherwise deny equal services, programs, or activities to an individual because of the known disability of an individual with whom the individual is known to have a relationship or association. According to the ADA, the term "disability" means, with respect to an individual, a physical or mental impairment that substantially limits one or more of the individual’s major life activities, a record of having such an impairment, or being regarded as having such an impairment. "Major life activities" means functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
Reasonable Accommodation Policy. A narrative description of each reasonable accommodation request and/or inquiry, including: (1) date and time of the request or inquiry; (2) nature of the request or inquiry; (3) action taken on the accommodation request(s) or inquiry; (4) if the request was rejected or changes made in the requested accommodation(s); and (5) documentation reflecting the disposition of the requests. The narrative will also reflect any preference(s) indicated by a resident for either remaining in the current unit during modification(s) or transferring to an alternate, accessible unit.
Reasonable Accommodation Policy. 27. Within thirty (30) days after the effective date of this Agreement, the Defendant shall establish and adopt a specific written policy, the “Reasonable Accommodation Policy for Persons with Disabilities,” for receiving and handling requests for reasonable accommodations made by residents with disabilities. This policy shall comply with the requirements of 42 U.S.C. §§ 3601-3619 and all other applicable federal and state laws and shall include the following provisions:
Reasonable Accommodation Policy. The District has a policy to provide a reasonable accommodation to qualified individuals with disabilities who can otherwise perform the involved job’s essential functions. This policy is posted on the District’s website or may be accessed in the Human Resources Depart- ment. When a qualified individual with a disability seeks an accommodation, the individual should contact the Human Resources Department.
Reasonable Accommodation Policy a. Upon the adoption of the amended ACOP referenced in Paragraph IV. (F)(1), the implementation of the Reasonable Accommodation Policy, attached as Appendix B, will commence and HACL’s Section 504/ADA Administrator will centralize HACL’s reasonable accommodation process for applicants, residents, and members of the public who participate in HACL programs. The Reasonable Accommodation Policy, attached as Appendix B, shall serve as a guide to HACL in developing its Reasonable Accommodation Policy forms and procedures.
Reasonable Accommodation Policy. HACLV’s revised ACOP shall include the Reasonable Accommodation Policy, attached as Appendix C. Upon adoption of the amended ACOP, the implementation of this Reasonable Accommodation Policy will commence, and the HACLV’s Section 504/ADA Coordinator will centralize the HACLV’s reasonable accommodations process throughout its programs, services and activities as described below.
Reasonable Accommodation Policy. The City of Carpinteria is committed to ensuring equal employment opportunities for disabled applicants and employees. It is the policy of the City of Carpinteria to comply with the Federal Americans with Disabilities Act (“ADA”) and the California Fair Employment and Housing Act (“FEHA”). Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. The City of Carpinteria will not discriminate against disabled employees. The City of Carpinteria provides reasonable employment-related reasonable accommodation(s) to permit an applicant or employee to perform the essential functions of the job, as defined by law, to qualified individuals with disabilities, and will engage in the interactive process within the meaning of the ADA and FEHA.
Reasonable Accommodation Policy. Employees covered by this agreement shall be subject to the terms and conditions of the Reasonable Accommodation Policy contained in the Town's Personnel Rules.
Reasonable Accommodation Policy. By signing this agreement, the member acknowledges that they understand the Program’s Reasonable Accommodation policy. AmeriCorps encourages individuals with disabilities to participate as national service providers through the AmeriCorps Programs. AmeriCorps prohibits any form of discrimination against persons with disabilities in recruitment, as well as in service. Under Federal law, any Program receiving Federal funds is required to comply with the requirements of the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act. No qualified individual with a disability shall, by reason of disability, be excluded from participation in or be denied the benefits of the Program, services, or activities of the Program, or be subjected to discrimination by the Program. Nor shall the Program exclude or otherwise deny equal services, Programs, or activities to an individual because of the known disability of an individual with whom the individual is known to have a relationship or association. According to the ADA, the term "disability" means, with respect to an individual, a physical or mental impairment that substantially limits one or more of the individual’s major life activities, a record of having such an impairment, or being regarded as having such an impairment. "Major life activities" means functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
Reasonable Accommodation Policy. The Gateway Regional School District is committed to providing "reasonable accommodation" upon request to a qualified job applicant or employee with a disability so that the job applicant or employee to apply, to perform essential functions of the job or to be afforded equal opportunity in other benefits or privileges of employment. Requests for accommodations may be denied if it can be demonstrated that such a request would impose an "undue hardship" on the operation of the program. Unless it demonstrably would impose an "undue hardship" on the operation of the program, the Gateway Regional School District is committed to: • Making facilities used by employees readily accessible to and usable by handicapped persons. • Making modifications or adjustments to the job application process that enables a qualified applicant with a disability to be considered. • Making modifications or adjustments in the work environment, including acquisition or modification of equipment or devices that enables a qualified individual with a disability to perform the essential functions of the position. • Making appropriate adjustments or modifications of training materials or policies. • Making adjustments to the work schedule and jo b restructuring to enable a qualified individual with a disability to perform the essential functions of the position. The Gateway Regional School District does not use employment tests or other selection criteria that tend to screen out persons with disabilities unless these criteria are demonstrably job related and unless effective alternatives are not available. The Gateway Regional School District does not conduct a pre-employment medical examination or make pre-employment inquiries of an applicant as to whether the applicant is a handicapped person or as to the nature or severity of the handicap. Authority to make "undue hardship" determinations is as follows:
