The Globe and Mail will notify its employees and external applicants about the availability of accommodation for
applicants with disabilities in its recruitment process.
• 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
The OHS offers accommodation for
applicants with disabilities in its recruitment processes.
Not exact matches
In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact (847) 646-0528 for assistanc
In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's
with Disabilities Act of 1990,
applicants that require accommodation
in the job application process may contact (847) 646-0528 for assistanc
in the job application process may contact (847) 646-0528 for assistance.
In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact (847) 646-0528 or email
[email protected]In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's
with Disabilities Act of 1990,
applicants that require accommodation
in the job application process may contact (847) 646-0528 or email
[email protected]in the job application process may contact (847) 646-0528 or email
[email protected].
It is the policy of Linden Waldorf School to provide equal employment opportunities to all employees and
applicants for employment without regard to race, color, sex, age, religion, national origin,
disability, marital status, status as a covered veteran, sexual orientation, or any other legally protected status,
in accordance
with federal and state law, and not to discriminate on the basis thereof.
In recent years, the availability of assistive technologies has grown markedly, a development spurred in part by the Americans with Disabilities Act of 1990, which requires schools and employers to make reasonable accommodations for students, job applicants, and employees with disabilitie
In recent years, the availability of assistive technologies has grown markedly, a development spurred
in part by the Americans with Disabilities Act of 1990, which requires schools and employers to make reasonable accommodations for students, job applicants, and employees with disabilitie
in part by the Americans
with Disabilities Act of 1990, which requires schools and employers to make reasonable accommodations for students, job applicants, and employees with d
Disabilities Act of 1990, which requires schools and employers to make reasonable accommodations for students, job
applicants, and employees
with disabilitiesdisabilities.
Each
applicant will identify a grade or grade range that is tested by state assessments (3 - 8 and / or 11) and implement supplementary instructional strategies or programs, services, and / or educational technology for the purposes of improving achievement
in mathematics or language arts for students
with disabilities.
In accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activitie
In accordance
with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans
with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»),
applicants for admission and employment, students, parents, employees, sources of referral of
applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements
with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or
disability in admission or access to, or treatment or employment in, its programs and activitie
in admission or access to, or treatment or employment
in, its programs and activitie
in, its programs and activities.
Beginning July 1, 2014, an
applicant for renewal of a professional certificate must earn a minimum of one college credit or the equivalent inservice points
in the area of instruction for teaching students
with disabilities.
Caliber Schools provides equal employment opportunities to all employees and
applicants for employment without regard to race, ethnicity, religion, gender, sexual orientation, national origin, age,
disability, marital status, or status as a covered veteran
in accordance
with applicable federal, state and local laws.
In fact, most of the initial
applicants had to clarify how they plan to help students
with disabilities and English language learners access and master the Common Core State Standards.
Competitive Preference Priorities
Applicants may also choose to write to any of four competitive preference priorities: Improve Early Learning Outcomes, Support College Access and Success, Address the Unique Needs of Students
with Disabilities and Limited English Proficient Students, and Serve Schools
in Rural LEAs.
To provide equal opportunity for
applicants and DOT employees, the DOT carries out programs on behalf of all employees, and
in particular for women, Hispanics, and people
with disabilities.
The race and ethnicity information collected as part of the SWIFT application process is
in accordance
with routine uses found
in Privacy Act System of Records: OPM / GOVT -7,
Applicant Race, Sex, National Origin, and
Disability Status Records.
Applicants with disabilities can also choose to participate
in the competitive hiring process.
Guidance on how to handle requests for reasonable accommodation by employees and employment
applicants is contained in DOT Order 1011.1 A, «Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civi
applicants is contained
in DOT Order 1011.1 A, «Procedures for Processing Reasonable Accommodation Requests from DOT Job
Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civi
Applicants and Employees
with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civil-rights).
If a job
applicant with a
disability makes a reasonable accommodation request, unless otherwise provided
in applicable OA procedures, the senior HR Manager responsible for filling the vacancy makes the decision.
-- Except as provided
in paragraph (3), a covered entity shall not conduct a medical examination or make inquiries of a job
applicant as to whether such
applicant is an individual
with a
disability or as to the nature or severity of such
disability.
(2) participating
in a contractual or other arrangement or relationship that has the effect of subjecting a covered entity's qualified
applicant or employee
with a
disability to the discrimination prohibited by this title (such relationship includes a relationship
with an employment or referral agency, labor union, an organization providing fringe benefits to an employee of the covered entity, or an organization providing training and apprenticeship programs);
Applicants with disabilities who need the assistance of a dog
in public spaces are seeking to partner a working service dog (SD).
In the circumstances of this case, where the
applicant has self - identified as an individual
with a psychiatric
disability, I see no need to identify the
applicant by his previous legal name.
[3]
In his Application the
applicant alleges that he was denied services by the respondent because he is a person
with a
disability.
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.
Rather, the argument is that at least some people
with disabilities will be excluded on this basis and that the inequality of outcome that
applicants with disabilities face vis - à - vis the potential extra costs is discriminatory
in and of itself.
In a recent Human Rights Tribunal decision, 1 the
Applicant, Timothy Pritchard, filed an Application under section 34 of Part IV of the Human Rights Code, R.S.O. 1990, c. H. 19, as amended (the «Code»), alleging discrimination
with respect to employment on the basis of
disability.
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».
[5] The
applicant contends that the requirement that she have and certify that she had «transsexual surgery»
in order to obtain a birth certificate which accorded
with her gender identity infringed her right to equal treatment without discrimination on the basis of sex and / or
disability with respect to services contrary to s. 1 and s. 11 of the Code.
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.
In the absence of complete evidence from Canada, Justice Smith relied upon the
Applicants» evidence to determine the risks of assisted suicide to persons
with disabilities.
«At the hearing, I asked the
applicant to elaborate on the reasons why he believes that the respondent would not assist him because he is a person
with a mental health
disability,» wrote Muir
in summarizing the case.
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 dis
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 dis
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 dis
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 discrimination.
The
Applicant filed an Application
with the Human Rights Tribunal
in which she alleged that she had been discriminated against on the basis of
disability.
The
Applicant's
disability arose out of the Ministry of Labour's criticism of the asbestos removal projects that the
Applicant was responsible for
in her role as Supervisor, Regulated Substances, and the Ministry's decision to threaten the
Applicant with a substantial personal fine.
«Eighth Circuit Adds to Circuit Split on Reassignment»: At his «
Disability Law» blog, Law Professor Sam Bagenstos has a post that begins, «Today, in Huber v. Wal - Mart Stores, the Eighth Circuit ruled that the ADA requires that an employee with a disability be reassigned to a vacant position as an accommodation only if the employee is the most qualified applicant for that
Disability Law» blog, Law Professor Sam Bagenstos has a post that begins, «Today,
in Huber v. Wal - Mart Stores, the Eighth Circuit ruled that the ADA requires that an employee
with a
disability be reassigned to a vacant position as an accommodation only if the employee is the most qualified applicant for that
disability be reassigned to a vacant position as an accommodation only if the employee is the most qualified
applicant for that position.
In addition, to be eligible for ODSP, an
applicant must also meet the legal definition of a person
with a
disability.
The
applicant had a specially trained service dog to assist her
in living
with Type 1 diabetes and received Ontario
Disability Support payments for the service dog.
Chicago - Kent College of Law of the Illinois Institute of Technology provides equality of opportunity
in legal education for all persons, including faculty and employees,
with respect to hiring, continuation, promotion and tenure,
applicants for admission, enrolled students, and alumni, without discrimination on the ground of race, color, religion, national origin, gender, age,
disability, sexual orientation, or gender identity.
The Americans
with Disabilities Act became a law in 1990, «making it illegal for employers to discriminate against qualified job applicants and employees based on their physical or mental d
Disabilities Act became a law
in 1990, «making it illegal for employers to discriminate against qualified job
applicants and employees based on their physical or mental
disabilitiesdisabilities.
«Proficient
with Microsoft Office Suite «Professional appearance «Solid communication skills both written and verbal «Ability to be resourceful and proactive
in dealing
with issues that may arise «Ability to organize, multitask, prioritize and work under pressure We are an equal employment opportunity employer and will consider all qualified
applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or
disability.
Wolverine Solutions Group provides Equal Employment Opportunity (EEO) to all
applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age,
disability, genetic information, marital status, veteran status, height, weight or arrest record
in accordance
with applicable federal, state and local laws.
DUTIES: - Accounts Payable:
In - coming / outgoing mail, approval process, credit card grids, Quick Books input, credit card grid processing and check processing - Retrieve items from storage as needed - Expense Report and Petty Cash Report processing - Assist with various special projects as needed - Production related duties such as: Production accounts payable bill backs - General Office: answer phones, calendar appointments, set up conference calls, scan, prepare fedex packages, file, prepare file labels.QUALIFICATIONS: - 10 key - Positive attitude - Can be trusted to keep sensitive information secure - Excellent written and verbal communication skills - Has excellent attendance and completes quality work on time - International sales and accounts payable a plusPC SKILLS: - Experienced in MS Excel, Word, and Outlook - Advanced knowledge of QuickBooks (Enterprise) a plus We are an equal employment opportunity employer and will consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disabilit
In - coming / outgoing mail, approval process, credit card grids, Quick Books input, credit card grid processing and check processing - Retrieve items from storage as needed - Expense Report and Petty Cash Report processing - Assist
with various special projects as needed - Production related duties such as: Production accounts payable bill backs - General Office: answer phones, calendar appointments, set up conference calls, scan, prepare fedex packages, file, prepare file labels.QUALIFICATIONS: - 10 key - Positive attitude - Can be trusted to keep sensitive information secure - Excellent written and verbal communication skills - Has excellent attendance and completes quality work on time - International sales and accounts payable a plusPC SKILLS: - Experienced
in MS Excel, Word, and Outlook - Advanced knowledge of QuickBooks (Enterprise) a plus We are an equal employment opportunity employer and will consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disabilit
in MS Excel, Word, and Outlook - Advanced knowledge of QuickBooks (Enterprise) a plus We are an equal employment opportunity employer and will consider all qualified
applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or
disability.
St. Vincent's Healthcare (SVHC) will provide equal employment opportunities (EEO) to all associates and
applicants for employment regardless of race, color, religion, national origin, gender, sexual orientation, gender identification or expression, age,
disability, marital status, amnesty, genetic information, carrier status or any other legally protected status or status as a covered veteran
in accordance
with applicable federal, state and local laws.
These central principles inspire us to reach out to those
in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff
with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par
with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and
applicants for employment without regard to race, color, religion, sex, national origin, age,
disability or genetics.
In addition to federal law requirements, Queen of the Valley Medical Center complies
with applicable state and local laws governing nondiscrimination
in employment
in every location
in which the company has facilities.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill
in for staff vacancies.
These are just some of the reasons our people choose to work for Search Consultancy, but it's not this alone that makes us stand out from the crowd: 13 offices across the UK 20 specialist divisions - ensuring we are able to offer a «Total Recruitment Solution» Exclusive relationships
with some of the UK's most well established and prestigious brands Well established teams,
with a wealth of knowledge within recruitment and their specific sector / marketplace - Manchester is a true Megasite,
with over 150 consultants onsite here
in Manchester and a presence for all divisions Search is an equal opportunities recruiter and we welcome applications from all suitably skilled or qualified
applicants, regardless of their race, sex,
disability, religion / beliefs, sexual orientation or age.
If an
applicant calls you and states that s / he has a
disability and has a doctor - prescribed service animal, and you deny that
applicant outright without further consideration, you may be
in trouble regardless of whether the
applicant tries to escalate the matter
with documentation.