Sentences with phrase «need for accommodation»

Two weeks advance notice of need for accommodations is requested.
Circular reasoning It was true that the Homelessness (Priority Need for Accommodation)(England) Order 2002 (SI 2002/2051) assumed that there would be some homeless 16 - or 17 - year - olds who were not owed a duty under s 20.
NOTE: The EEOC has issued Federal sector decisions holding that in some circumstances where an individual has a recurring, predictable need for accommodation (for example, sign language interpreters or large print documents), the agency may be obligated to provide the accommodation as needed, whether or not the individual has requested it.
She was provided with temporary bed and breakfast accommodation under the Housing Act 1996 (HA 1996) and the Homelessness (Priority Need for Accommodation)(England) Order 2002, (SI 2002/2051).
Individualized workplace emergency response information must be prepared for employees with disabilities where (a) the disability is such that the individualized information is necessary and, (b) the Company is aware of the need for accommodation due to the employee's disability.
But less flying time doesn't address the needs for accommodations during flying time, Sherwin says.
Using these principles, test developers consider the full range of students being tested and develop items, tasks and prompts that measure learning for the greatest number of students without the need for accommodation if possible.
Decisions about the need for accommodations are made by the student's Individualized Education Program (IEP) team, and are formally documented in the IEP.
Everything you need for accommodation.
Comfortable & luxurious suites with exquisite decoration, furnished with special care, can meet every need for accommodation, even of the very demanding visitor.
Under the Act, organizations that provide goods and services and employ Ontarians are required to take proactive steps to eliminate or reduce the need for accommodation requests and remove any barriers, meaning anything that prevents a person with a disability from fully participating in all aspects of society in the same way as a person that is not disabled.
The CBSA relied on its unwritten policy, which arbitrarily assumed that the need for accommodation on the basis of family obligations was merely the result of choices that individuals make, rather than legitimate need.
The Principal responded by requesting medical information to support the need for this accommodation.
The procedural component requires that the respondent undertake a reasonable investigation to understand the applicant's learning disability and needs for accommodation.
An employer does not have to tolerate an employee's continued refusal to provide the reasonable medical information necessary to establish a need for accommodation and what the accommodation should be.
Reversing the Tenth Circuit's requirement that an employer have «actual knowledge» of a need for an accommodation, the majority of the U.S. Supreme Court instead held that Title VII prohibits employment decisions «motivated» by a desire not to accommodate, and contrasted Title VII claims with ADA disability discrimination claims involving an employer's failure to reasonably accommodate an applicant's known physical or mental limitations.
The accommodation obligation begins when an employer is, or ought to be, aware of the need for accommodation, and might take many forms as an employee's family status and attendant obligations evolve over time.
In all cases, the individual asserting the need for accommodation must provide documentation, usually from a doctor, that they have a disability for which the service animal is a necessary accommodation.
Additionally, if you believe that you have a disability or medical condition that requires a reasonable accommodation, you should explain the need for accommodation to your employer and request a discussion of specific accommodations.
The School Board failed to actively, promptly and diligently canvass possible solutions to the Applicant's need for accommodation;
In this case the employer had failed to make meaningful inquiries about the employee's need for accommodation.
Since lawyer - mothers» need for accommodation is inevitable it is important that their needs are recognized and acknowledged.
The letter does not need to detail your medical history, or your need for an accommodation.
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