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organizational structures, position descriptions, lines of <br />progression, and seniority lists; leaves of absence, sick leave, or <br />any other leave; fringe benefits available by virtue of employment, <br />whether or not administered by Contractor; selection and financial <br />support for training, including apprenticeship, professional <br />meetings, conferences, and other related activities, and selection <br />for leaves of absence for training; employer sponsored activities, <br />including social or recreational programs; and any other term, <br />condition, or privilege of employment, <br />d. The contractor shall make reasonable accommodation to the <br />known physical or mental limitations of an otherwise qualified <br />applicant or employee with a handicap or disability, unless that <br />accommodation would impose an undue hardship on the operation <br />of its program. A contractor may not deny any employment <br />opportunity to a qualified handicapped or disabled employee or <br />applicant if the basis for the denial is the need to make reasonable <br />accommodation to the physical or mental limitation of the <br />employee or applicant. <br />e. Reasonable accommodation may include: <br />i. Making facilities used by employees accessible to and <br />usable by individuals with handicaps and disabilities. <br />ii. Job restructuring, job relocation, part-time or modified <br />work schedules, acquisitions or modification of equipment <br />or devices, the provision of readers or interpreters, and <br />other similar actions. <br />Z. Contractor's employment criteria. <br />a. A contractor may not use any employment test or other selection <br />criterion that screens out or tends to screen out individuals with <br />handicaps or disabilities or any class or individuals with handicaps <br />or disabilities unless the contractor can demonstrate (1) the test <br />score or other criterion is job-related for the position in question, <br />and (2) that the test results accurately reflect the applicant's or <br />employee's job skills, aptitude, or whatever other factor the test <br />purports to measure, rather than the applicant's or employee's <br />impaired sensory, manual, or speaking skills (except where those <br />skills are factors that the test purports to measure). <br />3. Preemployment inquiries. <br />a. A contractor may not make a preemployment inquiry or conduct a <br />preemployment medical examination of an applicant to determine <br />CSA CALI,ANDER ASSOCIATES Page 19 of 23 <br />Bonaire Park Playground Renovation <br />