Sentences with phrase «applicants with disabilities who»

At least some components of the LSAT, in other words, are designed in a way that does not take into consideration that there are applicants with disabilities who will be taking the test and their results might be affected in a way that does not affect other applicants.

Applicants with disabilities who need the assistance of a dog in public spaces are seeking to partner a working service dog (SD).

Not exact matches

(5)(A) not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity; or

(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 to make reasonable accommodation to the physical or mental impairments of the employee or applicant;

Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship.

We are particularly keen to support applicants who have not yet had access to similar programmes and artists with Black, Asian or minority ethnic heritage, those who are facing barriers due to difficult socio - economic situations, and artists who identify as LGBTQ + or have disabilities.

Therefore, even though, as Dean Sossin correctly highlights, there are programs available for applicants who wish to take the LSAT, but can not afford to do so, there is a complete absence of programs for those with a disability regardless of whether they can afford it or not.

Title I of the Americans with Disabilities Act of 1990 (the «ADA») requires an employer to provide reasonable accommodations to qualified individuals with disabilities («qualified employees») who are employees or applicants for employment, unless to do so would cause undDisabilities Act of 1990 (the «ADA») requires an employer to provide reasonable accommodations to qualified individuals with disabilities («qualified employees») who are employees or applicants for employment, unless to do so would cause unddisabilities («qualified employees») who are employees or applicants for employment, unless to do so would cause undue hardship.

The argument that the respondent discriminated against her on the basis of disability, however, is advanced in the alternative with some reluctance on the applicant's part, because, notwithstanding that she has been diagnosed with Gender Identity Disorder (by psychiatrist Dr. Chris McIntosh who testified at the hearing of this matter), the applicant does not regard her gender identity as a «disability».

Richard Fisher, an aviation consultant who provided an expert report evaluating the evidence of the applicants and carriers in terms of the cost to the carriers of travel by persons with disabilities and those requiring additional seats.

Employers should be mindful to consult with an applicant who requests accommodation at an early stage, and to get written input as to what will be required to accommodate the disability during the interview process.

(a) give a copy of the report to the applicant and to the person who completed the disability certificate submitted with the application; and

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disDisabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disdisabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment disdisabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

• 95 % were found compliant with the requirement to notify their employees and the public about the availability of accommodation for applicants with disabilities in the staff recruitment process • 87 % were found compliant with the requirement to inform employees of their policies to support employees with disabilities • 91 % were found compliant with the requirement to provide individualized workplace emergency response information to employees who have a disability

SPECIAL HIRING PROGRAM APPLICANTS CAN APPLY TO BOTH INTERNAL AND MERIT ANNOUNCEMENTS Applicants eligible for special hiring programs for Veterans (i.e, VEOA, VRA, or 30 % or More Disabled Veterans) or Persons with Disabilities (Schedule A) or Military Spouses can apply to the internal or merit announcements normally identified under the «Who May Apply» as «Federal employees with Status, Veterans Eligible for VEOA and / or those eligible for other Special Hiring AuthoritiAPPLICANTS CAN APPLY TO BOTH INTERNAL AND MERIT ANNOUNCEMENTS Applicants eligible for special hiring programs for Veterans (i.e, VEOA, VRA, or 30 % or More Disabled Veterans) or Persons with Disabilities (Schedule A) or Military Spouses can apply to the internal or merit announcements normally identified under the «Who May Apply» as «Federal employees with Status, Veterans Eligible for VEOA and / or those eligible for other Special Hiring AuthoritiApplicants eligible for special hiring programs for Veterans (i.e, VEOA, VRA, or 30 % or More Disabled Veterans) or Persons with Disabilities (Schedule A) or Military Spouses can apply to the internal or merit announcements normally identified under the «Who May Apply» as «Federal employees with Status, Veterans Eligible for VEOA and / or those eligible for other Special Hiring Authorities».

I had an applicant like that who was on disability (age 33) with a great credit.

The Seventh Circuit noted that the ADA defines «discrimination» to include an employer's «not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the employer can demonstrate that the accommodation would impose an undue hardship on the operation of the employer's business.»