(ii) Costs associated with making restrooms accessible, such as installing grab bars, enlarging toilet stalls, insulating pipes, or installing accessible faucet controls;
Search Results "Closed Functionality"
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§ 36.403(f)(2)(ii)
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§ 36.403(f)(2)(iv)
(iv) Costs associated with relocating an inaccessible drinking fountain.
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106.5.57 Safe Harbor
the April 1, 1994 Texas Accessibility Standards (TAS) are not required to be retrofitted to reflect the incremental changes in the 2012 TAS solely because of an alteration to a primary function...
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5.5(f) The Job Interview
The interviewer may describe or demonstrate the specific functions and tasks of the job and ask whether an applicant can perform these functions with or without a reasonable accommodation...
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5.5(d) Information that May Be Requested on Application Forms or in Interviews
An employer may ask questions to determine whether an applicant can perform specific job functions....
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II. Cost-disproportionality Is Only a Factor Under Certain Circumstances
public services and public transportation is identical in pertinent language to Title III of the ADA) (“Costs are to be considered only when an alteration to an area containing a primary function...
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5.5(a) Basic Requirements Regarding Pre-Offer Inquiries
An employer may ask a job applicant questions about ability to perform specific job functions, tasks, or duties, as long as these questions are not phrased in terms of a disability....
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17. Q: Do I have to create another job for an employee who, because of disability, can no longer perform the essential functions of her job even with reasonable accommodation?
A: No. The ADA does not require an employer to create jobs for people with disabilities. However, the employee must be reassigned to a vacant position for which the individual is...
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17. May an employer apply a "no-fault" leave policy, under which employees are automatically terminated after they have been on leave for a certain period of time, to an employee with a disability who needs leave beyond the set period?
leave policy to provide the employee with the additional leave, unless it can show that: (1) there is another effective accommodation that would enable the person to perform the essential functions...