Dallas Teacher Residency is committed to seeking
qualified applicants with disabilities and can provide reasonable accommodations during the application process and time of service upon request
It is unlawful for an employer to discriminate against
a qualified applicant with a disability.
Not exact matches
Determining and documenting that the requesting job
applicant or employee is a
qualified individual
with a
disability.
Modifications or adjustments to a job application process that enable an
applicant with a
disability to be considered for the position he or she desires, provided he or she is
qualified for the position;
(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;
(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);
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.
«Highly
qualified applicants,» on the other hand, can receive up to $ 17,500 when employed to teach mathematics science for a secondary school or to teach special education to children
with disabilities that correspond to their area of training.
Illinois is an equal opportunity employer and all
qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, or status as a
qualified individual
with a
disability.
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 und
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 und
disabilities («
qualified employees») who are employees or
applicants for employment, unless to do so would cause undue hardship.
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.
«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.
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.
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
disability.
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.
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.»