Agmt 2000 Davis Street Community Center

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d) The Recipient shall make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a handicap or disability, unless that accommodation would impose an undue hardship on the operation of its program. A Recipient may not deny any employment opportunity to a qualified handicapped or disabled employee or applicant if the basis for the denial is the need to make reasonable accommodation to the physical or mental limitation of the employee or applicant. 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. Recipient's employment criteria. a) A Recipient 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 Recipient 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 Recipient 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 Recipient may, however, make preemployment inquiry into an applicant's ability to perform job-related functions. b) When the Recipient is undertaking affirmative action efforts, voluntary or otherwise, the Recipient 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 Recipient 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 Recipient 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. 4