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promotion, award of tenure, demotion, transfer, layoff, termination, <br /> right of return from layoff, injury or illness, and rehiring; rates of pay <br /> or any other form of compensation and changes of compensation; job <br /> assignments, job classifications, organizational structures, position <br /> descriptions, lines of progression, and seniority Lists; leaves of <br /> absence, sick leave, or any other leave; fringe benefits available by <br /> virtue of employment, whether or not administered by County; <br /> selection and financial support for training, including apprenticeship, <br /> professional meetings, conferences, and other related activities, and <br /> selection for leaves of absence for training; employer sponsored <br /> activities, including social or recreational programs; and any other <br /> term, condition, or privilege of employment. <br /> d) The County 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. <br /> County 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 make 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 handicaps and disabilities. <br /> ii) Job restructuring, job relocation, part-time or modified work <br /> schedules, acquisitions or modification of equipment or <br /> devices, the provision of readers or interpreters, and other <br /> similar actions. <br /> 2. County's employment criteria. <br /> a) County may not use any employment test or other selection criterion <br /> that screens out or tends to screen out individuals with handicaps or <br /> • <br /> disabilities or any class or individuals with handicaps or disabilities <br /> unless the County can demonstrate (I) the test score or other criterion <br /> is job - related for the position in question, and (2) that the test results <br /> accurately reflect the applicants or employee's job skills, aptitude, or. <br /> whatever other factor the test purports to measure, rather than the <br /> applicant's or employee's impaired sensory, manual, or speaking skills <br /> Exhibit E <br /> Page3of7 <br /> c2411 <br />