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discrimination in employment by a contractor receiving Federal <br /> financial assistance as part of the CDBG program. <br /> b) The contractor may not limit, segregate, or classify applicants or <br /> employees in any way that adversely affects their opportunities or <br /> status because of handicap or disability. <br /> c) Prohibition against discrimination in employment by the contractor <br /> applies to the following activities: recruitment, advertising, <br /> processing of applications for employment; hiring, upgrading, <br /> promotion, award of tenure, demotion, transfer, layoff, termination, <br /> right of return from layoff, injury or illness, and rehiring; rates of <br /> pay or any other form of compensation and changes of <br /> compensation; job assignments, job classifications, organizational <br /> • <br /> structures, position descriptions, lines of progression, and seniority <br /> lists; leaves of absence, sick leave, or any other leave: fringe <br /> benefits available by virtue of employment, whether or not <br /> administered by Recipient; selection and financial support for <br /> training, including apprenticeship, professional meetings, <br /> conferences, and other related activities, and selection for leaves of <br /> absence for training; employer sponsored activities, including social <br /> or recreational programs; and any other term, condition, or privilege <br /> of employment. <br /> d) 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 <br /> would impose an undue hardship on the operation of its program. A <br /> contractor may not deny any employment opportunity to a qualified <br /> handicapped or disabled employee or applicant if the basis for the <br /> denial is the need to snake reasonable accommodation to the physical <br /> or mental limitation of the employee or applicant. <br /> e) • Reasonable accommodation may include: <br /> i) Making facilities used by employees accessible to and usable <br /> by 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 provision of readers or <br /> interpreters, and other similar actions. <br /> Exhibit E Page 4 of 10 <br />