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compensation; job assignments, job classifications, organizational <br />structures, position descriptions, lines of progression, and seniority lists; <br />leaves of absence, sick leave, or any other leave; fringe benefits available <br />by virtue of employment, whether or not administered by Participant; <br />selection and financial support for training, including apprenticeship, <br />professional meetings, conferences, and other related activities, and <br />selection for leaves of absence for training; employer-sponsored activities, <br />including social or recreational programs; and any other term, condition, or <br />privilege of employment. <br />The contractor shall make reasonable accommodation to the known <br />physical or mental limitations of an otherwise qualified applicant or <br />employee with a handicap or disability, unless that accommodation would <br />impose an undue hardship on the operation of its program. A contractor <br />may not deny any employment opportunity to a qualified handicapped or <br />disabled employee or applicant if the basis for the denial is the need to <br />make reasonable accommodation to the physical or mental limitation of the <br />employee or applicant. <br />e. Reasonable accommodation may include: <br />Making facilities used by employees accessible to and usable by <br />individuals with handicaps and disabilities. <br />ii) Job restructuring, job relocation, part-time or modified work <br />schedules, acquisitions or modification of equipment or devices, the <br />provision of readers or interpreters, and other similar actions. <br />2) Contractor's employment criteria. <br />a. A contractor may not use any employment test or other selection criterion <br />that screens out or tends to screen out individuals with handicaps or <br />disabilities or any class or individuals with handicaps or disabilities unless <br />the contractor can demonstrate (1) the test score or other criterion is job- <br />related for the position in question, and (2) that the test results accurately <br />reflect the applicant's or employee's job skills, aptitude, or whatever other <br />factor the test purports to measure, rather than the applicant's or <br />employee's impaired sensory, manual, or speaking skills (except where <br />those skills are the factors that the test purports to measure). <br />3) Preemployment inquiries. <br />A contractor may not make a preemployment inquiry or conduct a <br />preemployment medical examination of an applicant to determine whether <br />the applicant is an individual with handicaps or disabilities or the nature of <br />Fiscal Year OB-09 G-4 <br />