Agmt 2002 Citizens Housing Corporation

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e) Reasonable accommodation may include: i) Making facilities used by employees accessible to and usable by individuals with handicaps and disabilities. ii} Job restructuring, job relocation, part-time or modified work schedules, acquisitions or modification of equipment or devices, the provision of readers or interpreters, and other similar actions. 2. Developer's employment criteria. a) A Developer may not use any employment test or other selection criterion that screens out or tends to screen out individuals with handicaps or disabilities or any class or individuals with handicaps or disabilities unless the Developer can demonstrate (1) the test score or other criterion is job related for the position in question, and (2) that the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than the applicant's or employee's impaired sensory, manual, or speaking skills (except where those skills are the factors that the test purports to measure). 3. Preemployment inquiries. a} A Developer may not make a preemployment inquiry or conduct a preemployment medical examination of an applicant to determine whether the applicant is an individual with handicaps or disabilities or the nature of the handicap or disability. The Developer may, however, make preemployment inquiry into an applicant's ability to perform job-related functions. b) When the Developer is undertaking affirmative action efforts, voluntary or otherwise, the Developer may invite applicants for employment to indicate whether and to what extent they are handicapped. This may occur if the following conditions are met: the Developer clearly states on any written questionnaire used for this purpose, or makes clear orally, that the information requested is intended for use solely in connection with its remedial action obligations, or its voluntary or affirmative action efforts; and the Developer states clearly that the information is being requested on a voluntary basis, that it will be kept confidential and in a separate medical records file, that refusal to provide the information will not subject the applicant or employee to any adverse treatment, and that the information will be used only in accordance with this part. c) Nothing shall prohibit a Developer from conditioning an offer of employment on the results of a medical examination conducted before the employee's entrance on duty if all entering employees in that category of job classification must take such an examination regardless of handicap. d) If the Developer must obtain information concerning medical condition or history of the applicant, it must be collected and maintained on separate forms that are accorded confidentiality as medical records, except that: supervisors and managers may be informed of restrictions on the work or duties of individuals with handicaps and informed of necessary accommodations; first aid 4