, perform essential job functions, or enjoy equal benefits and privileges)....
Search Results "Job Board"
Filters
Commonly Searched Documents
-
3.7 How Does an Employer Determine What Is a Reasonable Accommodation?
-
1630.16(c)(1)
Thus, the administration of such drug tests by a covered entity to its job applicants or employees is not a violation of section 1630.13 of this part....
-
§1630.16(c)(1) General policy
Thus, the administration of such drug tests by a covered entity to its job applicants or employees is not a violation of §1630.13 of this part....
-
After an Offer of Employment Is Made
After an Offer of Employment Is Made After making a job offer, an employer may ask questions about the applicant's health (including questions about the applicant's disability) and may...
-
Research Projects
The Board sponsors and coordinates research for use in developing accessibility guidelines and providing technical assistance to the public....
-
Process of Determining the Appropriate Reasonable Accommodation
the particular job involved and determine its purpose and essential functions; (2) Consult with the individual with a disability to ascertain the precise job-related limitations imposed...
-
1630.2(n)(3)(VI)
(VI) The work experience of past incumbents in the job; and/or...
-
§1630.2(n)(3)(vi)
(vi) The work experience of past incumbents in the job; and/or...
-
9.1 Overview of Legal Obligations
After making a conditional job offer, an employer may ask about a person's workers' compensation history in a medical inquiry or examination that is required of all applicants in the same...
-
1630.2(n)(3)(III)
(III) The amount of time spent on the job performing the function;...
-
1630.2(n)(3)(VII)
(VII) The current work experience of incumbents in similar jobs....
-
§1630.2(n)(3)(iii)
(iii) The amount of time spent on the job performing the function;...
-
§1630.2(n)(3)(vii)
(vii) The current work experience of incumbents in similar jobs....
-
II-4.3100 Nondiscriminatory practices and policies
disability against qualified individuals with disabilities in every aspect of employment, including recruitment, hiring, promotion, demotion, layoff and return from layoff, compensation, job...
-
Executive Orders 12866 and 13563
Executive Orders 12866 and 13563 The Office of Management and Budget has reviewed this proposed rule pursuant to Executive Orders 12866 and 13563.47 The Access Board prepared a regulatory...
-
2.3(c) Perform Essential Functions "With or Without Reasonable Accommodation"
2.3(c) Perform Essential Functions "With or Without Reasonable Accommodation" Many individuals with disabilities are qualified to perform the essential functions of jobs without need...
-
Reporting
allegation, the name and contact information of the individual bringing the allegation, and documents in the City’s possession relevant to the allegation; A list of withdrawn job...
-
I. BACKGROUND
On July 8, 2013, the Department notified the City that it was investigating the job application procedures of the City. ...
-
Reporting
allegation, the name and contact information of the individual bringing the allegation, and documents in the City’s possession relevant to the allegation; A list of withdrawn job...
-
Section 1630.15(b) and (c) Disparate Impact Defenses
The employer would, thus, have to show that this criterion is job-related and consistent with business necessity. See House Labor Report at 55....
-
14. Does an employer have to provide reasonable accommodation to enable an employee with a disability to have equal access to information communicated in the workplace to non-disabled employees?
Employers provide information to employees through different means, including computers, bulletin boards, mailboxes, posters, and public address systems....
-
§1607.16 Definitions.
Job analysis. A detailed statement of work behaviors and other information relevant to the job. L. Job description. A general statement of job duties and responsibilities. M. ...
-
2.2(b) Record of a Substantially Limiting Condition
A person who has a learning disability applies for a job as secretary/receptionist....
-
Q. What kinds of actions are required to reasonably accommodate applicants and employees?
Examples of reasonable accommodation include making existing facilities used by employees readily accessible to and usable by an individual with a disability; restructuring a job; modifying...