(b) A recipient shall select and administer tests concerning employment to ensure that, when administered to an applicant or employee who has a handicap that impairs sensory, manual, or...
Search Results "Employee Evaluation"
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§8.12(b)
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§8.11(d)
(d) A recipient may not deny any employment opportunity to a qualified handicapped employee or applicant if the basis for the denial is the need to make reasonable accommodation to the physical...
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§104.12(d)
(d) A recipient may not deny any employment opportunity to a qualified handicapped employee or applicant if the basis for the denial is the need to make reasonable accommodation to the physical...
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III-4.4500 Priorities for barrier removal
Must barriers be removed in areas used only by employees? No....
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Atypical Body Movements
Provide structured breaks to create an outlet for physical activity Allow employee to use items such as hand-held squeeze balls and similar objects to provide sensory input or calming...
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B. Regulatory Flexibility Act
The Regulatory Flexibility Act of 1980 (RFA), as amended (5 U.S.C. 601 - 612) requires agencies to evaluate the potential effects of their rulemakings on small entities.14 Section 603 of...
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§27.11(c)(3)
(3) A recipient shall, for at least three years following completion of the evaluation required under paragraph (c)(2) of this section, maintain on file, make available for public inspection...
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7.8 Compensation
7.8 Compensation An employer cannot reduce pay to an employee with a disability because of the elimination of a marginal job function or because it has provided a reasonable accommodation...
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12112(b)(7)
(7) failing to select and administer tests concerning employment in the most effective manner to ensure that, when such test is administered to a job applicant or employee who has a disability...
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§104.13(b)
(b) A recipient shall select and administer tests concerning employment so as best to ensure that, when administered to an applicant or employee who has a handicap that impairs sensory,...
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12112(b)(7)
(7) failing to select and administer tests concerning employment in the most effective manner to ensure that, when such test is administered to a job applicant or employee who has a disability...
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12112(b)(5)(B)
(B) denying employment opportunities to a job applicant or employee who is an otherwise qualified individual with a disability, if such denial is based on the need of such covered entity...
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12112(b)(5)(B)
(B) denying employment opportunities to a job applicant or employee who is an otherwise qualified individual with a disability, if such denial is based on the need of such covered entity...
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Maximum Leave Policies
Example 11: An employer covered under the FMLA grants employees a maximum of 12 weeks of leave per year....
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39. Must an employer provide a reasonable accommodation that is needed because of the side effects of medication or treatment related to the disability, or because of symptoms or other medical conditions resulting from the underlying disability?
The side effects caused by the medication that an employee must take because of the disability are limitations resulting from the disability....
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Checklist
Identify Accommodation Needs Ask employees to self-identify accommodation needs for emergency evacuation and assure employees that this is voluntary and confidential....
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Information from Medical Inquiries May Not be Used to Discriminate
Information from Medical Inquiries May Not be Used to Discriminate An employer may not use information obtained from an employee medical examination or inquiry to discriminate against...
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6. How Can I Help My Client Get a Reasonable Accommodation?
The employer, perhaps in consultation with a health care professional, will use this information to evaluate whether to provide a reasonable accommodation, and if so which one. ...
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§100.305(e)(3)
(3) There are units occupied by employees of the housing facility or community (and family members residing in the same unit) who are under 55 years of age, provided the employees perform...
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Q13: Are the provision and implementation of a health plan developed prior to the Amendments Act sufficient to comply with the FAPE requirements as described in the Section 504 regulation?
The critical question is whether the school district's actions meet the evaluation, placement, and procedural safeguard requirements of the FAPE provisions described in the Section 504 regulation...
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1630.11 Administration of tests
unlawful for a covered entity to fail to select and administer tests concerning employment in the most effective manner to ensure that, when a test is administered to a job applicant or employee...
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9. Providing Qualified Interpreters
For example: It may be necessary to obtain a qualified interpreter for a job interview, because for many jobs the applicant and interviewer must communicate fully and effectively to evaluate...
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12112(a) General rule
rule No covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees...
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§104.6(c)(2)
(2) A recipient that employs fifteen or more persons shall, for at least three years following completion of the evaluation required under paragraph (c)(1) of this section, maintain on file...