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• processing of applications for employment; hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of retum from layoff, injury or illness, and rehiring; rates of pay or any other form of compensation and changes of compensation; job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists; leaves of absence, sick leave, or any other leave; fringe benefits available by virtue of employment, whether or not administered by Contractor, selection and financial support for training, including apprenticeship, professional meetings, conferences, and other related activities, and selection for leaves of absence for training; employer sponsored activities, including social or recreational programs; and any other term, condition, or privilege of employment. d) The contractor 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 contractor 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. Contractor's employment criteria. a) A contractor 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 contractor 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). Exhibit E Page 3 of 7