If a public entity has 50 or more employees, it is required to designate at least one responsible employee to coordinate ADA compliance....
Search Results "Employee Performance"
-
Step 2 - Appoint an ADA Coordinator
-
§8.12(b)
(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...
-
§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...
-
§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...
-
405 Ramps
a new exception for ramps in assembly areas (405.1) removal of an exception for ramp slopes in historic facilities (405.2) addition of exceptions for ramps in employee...
-
Section 1630.2(l) Regarded as Substantially Limited in a Major Life Activity
Thus it is not necessary, as it was prior to the ADA Amendments Act, for an individual to demonstrate that a covered entity perceived him as substantially limited in the ability to perform...
-
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...
-
E204.1 General (Section-by-Section Analysis)
Analysis) This section proposes that, when the technical provisions of Chapter 4 and 5 do not address one or more features of ICT, any unaddressed features must conform to the Functional Performance...
-
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...
-
§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,...
-
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...
-
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...
-
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...
-
Maximum Leave Policies
Example 11: An employer covered under the FMLA grants employees a maximum of 12 weeks of leave per year....
-
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....
-
Fulton County - Diversity and Civil Rights Compliance Officer II
Manages assigned staff including establishing workloads, prioritizing work assignments, evaluating employee performance, resolving staff conflict, administering disciplinary action as required...
-
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...
-
7.11(a) Collective Bargaining Agreements
For example: If a union contract contained physical requirements for a particular job that screened out people with disabilities who were qualified to perform the job, and these requirements...
-
§1607.16 Definitions.
A body of information applied directly to the performance of a function. N. Labor organization. ...
-
Harassment
jokes, slur, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance...
-
§35.130(g) (Section-by-Section Analysis)
For example, it would be a violation of this paragraph for a local government to refuse to allow a theater company to use a school auditorium on the grounds that the company had recently performed...
-
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...
-
§382.81(b)(1)
(1) When a passenger with a disability is traveling with a personal care attendant who will be performing a function for the individual during the flight that airline personnel are not required...