Sentences with phrase «reasonable job accommodations»

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 [phone] for assistance.

Lowes Foods is an Equal Employment Opportunity employer and provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures.

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 [phone] or email [email protected].

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 disabilities.

The Postdoctoral Scholar who has been medically released to perform the essential assigned functions of their job, with or without reasonable accommodation, shall be returned to the same position or an equivalent position.

To be protected under ADA, you must have a disability as defined by the ADA, and you must also be able to do the job you want or were hired to do, with or without reasonable accommodations.

The ADA protects an individual's right to request reasonable accommodations for the hiring process and on the job.

Please tell us if you require a reasonable accommodation to apply for a job or to perform your job.

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/civireasonable 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/caccommodation 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/civiReasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/cAccommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civil-rights).

To assist OAs with providing reasonable accommodations to employees and job applicants, DRC provides services to the entire DOT.

This Order covers all requests for reasonable accommodation made by, or on behalf of, job applicants with disabilities and DOT employees with disabilities.

Oral and written requests for reasonable accommodation from job applicants are considered received when made to any DOT employee with an official connection to the application process.

I am pleased to announce the U.S. Department of Transportation's (DOT) recently revised and updated Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities (DOT Order 1011.1 A), effective immediately.

Facilitates the interactive process to assess job needs and determine what type of reasonable accommodation is most effective and efficient with helping the employee perform the essential functions of the job.

The jobs (occupational series, grade level, and agency component) for which reasonable accommodations have been requested;

Decision - makers have the ultimate responsibility for accepting, processing, and determining whether to grant or deny requests for reasonable accommodations from employees and job applicants.

The number of reasonable accommodations, by type, for each job that have been approved, and the number of accommodations, by type, that have been denied;

An employee or job applicant can make a reasonable accommodation request orally or in writing.

An individual with a disability may be required to demonstrate through medical or other documentation that there is a disability and how that disability affects essential job functions for the purpose of reasonable accommodation decision making.

The U.S. Department of Transportation (DOT or Department) Order 1011.1 A implements Executive Order 13164, requiring each Federal agency to establish written procedures for processing reasonable accommodation requests for its employees and job applicants with disabilities.

Decisions regarding reasonable accommodations for job applicants must be made by the individual or individuals designated to do so by the head of that OA.

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.

An employee or job applicant can also request the reasonable accommodation through a family member, health professional, or other designated representative.

Medical documentation provided by job applicant or employee is inadequate to establish that the individual meets the definition of having a disability under the Rehabilitation Act, as amended, and / or needs a reasonable accommodation.

The HR Specialist responsible for the job vacancy must guide job applicants through the reasonable accommodation process.

To enable DOT to keep accurate records of requests, employees and job applicants seeking reasonable accommodation are required to follow an oral request with a written request.

-- It may be a defense to a charge of discrimination under this Act that an alleged application of qualification standards, tests, or selection criteria that screen out or tend to screen out or otherwise deny a job or benefit to an individual with a disability has been shown to be jobrelated and consistent with business necessity, and such performance can not be accomplished by reasonable accommodation, as required under this title.

(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;

if a modified schedule or leave is the reasonable accommodation, is undue hardship based on the impact on the ability of other employees to do their jobs?

In general, a covered entity may not ask questions on an application or in an interview about whether an applicant will need reasonable accommodation to perform the functions of the job.

Employers, by law, are required to provide reasonable accommodation to job applicants and employees with a disability.

There are also regulations pertaining to disabled employees, whereby an employee who is disabled by having a severely compromised immune system can be entitled to reasonable accommodation, for example allowed to work in a closed room away from others (if the job is not a receptionist job).

Where an employer refuses an employment opportunity to a handicapped person on the basis that the person's physical handicap could, as a result of the performance of the job and whether or not reasonable accommodation is made, cause an unreasonable risk to himself or herself, and before he or she refuses such employment opportunity based on a bona fide occupational requirement, the employer shall show that the exposure of the person to the risk would likely result in the disruption of the employer's business.

Under the Fair Employment and Housing Act (FEHA), your employer is required to make reasonable accommodations to your work duties or work schedule so that you can perform the essential functions of your job within your physical restrictions.

Executives are entitled to their same jobs upon their return, unless there are any physical or mental limitations on their ability to perform their responsibilities, in which case the employer must modify their duties by providing the executive with reasonable accommodations to the point of undue hardship.

Notify job applicants that reasonable accommodations for disabilities are provided during the recruitment process.

If a person has a qualifying disability, an employer commits unlawful discrimination if the employer does not make reasonable accommodation to the known physical or mental limitations of a qualified individual who is a job applicant or employee, unless the accommodation would impose an undue hardship on the business operation of the employer.

To make out a prima facie case of disability discrimination under the ADA or KCRA, a plaintiff must show that he or she is qualified, with or without reasonable accommodation, to perform the essential functions of the job in which he suffered an adverse employment action.

The Americans with Disabilities Act (ADA) requires employers to make reasonable accommodations that allow a disabled person who is otherwise qualified for a position complete his or her job.

In addition, preexisting conditions made worse by a workplace injury require employers to make reasonable accommodations for disabled workers under federal ADA (Americans with Disabilities Act) laws, so long as they can still perform the duties of the job.

If you were injured on the job your employer may insist that you come back to light duty work, possibly with a reasonable accommodation.

Employees who have disabilities that impact their ability to do their job may contact their supervisor or human resource department to both inform their employer of the disability and to request a reasonable accommodation.

Workers with disabilities sometimes need reasonable accommodations to perform the essential functions of their jobs.

Under California law, an employer that becomes aware of an employee's disability has a duty to provide a «reasonable accommodation» to the employee if the disability impacts the employee's ability to do his or her job.

His doctors said he could return to his regular job, but with reasonable accommodations for a wheelchair.

A reasonable accommodation is a modification or adjustment to ordinary working conditions that a disabled employee needs to perform their job.

State and city law in New York City specifically include requirements for reasonable accommodations, making it an unlawful employment practice to refuse to provide accommodations that will enable an employee to do their job.

For disabled employees, the Americans with Disabilities Act («ADA») not only prohibits disability discrimination, but also requires employers to make reasonable accommodations to ensure that disabled employees are able to perform their main job functions.

The EEOC's job is to enforce Federal laws that prohibiting employee and applicant discrimination, management harassment, denial of reasonable workplace accommodations and retaliation due to complaints.

You might also consider talking to your employer about making reasonable accommodations that would allow you to complete a portion or all of your job at home.