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b) The contractor may not limit, segregate, or classify applicants or <br /> • <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, <br /> termination, right of return from layoff, injury or illness, and <br /> rehiring; rates of pay or any other form of compensation and <br /> changes of compensation; job assignments, job classifications, <br /> organizational structures, position descriptions, lines of <br /> progression, and seniority lists; leaves of absence, sick leave, or <br /> any other leave; fringe benefits available by virtue of employment, <br /> whether or not administered by Recipient; selection and financial <br /> support for training, including apprenticeship, professional <br /> meetings, conferences, and other related activities, and selection <br /> • for leaves of absence for training; employer sponsored activities, <br /> including social or recreational programs; and any other term, <br /> condition, or privilege of employment. <br /> d) The contractor shall make reasonable accommodation to the known <br /> physical or mental limitations of an otherwise qualified applicant <br /> or employee with a handicap or disability, unless that <br /> accommodation would impose an undue hardship on the operation <br /> of its program. A contractor may not deny any employment <br /> opportunity to a qualified handicapped or disabled employee or <br /> applicant if the basis for the denial is the need to make reasonable <br /> accommodation to the physical or mental limitation of the <br /> employee or applicant. <br /> e) Reasonable accommodation may include: <br /> i) Making facilities used by employees accessible to and <br /> usable by individuals with handicaps and disabilities. <br /> ii) Job restructuring, job relocation, part-time or modified <br /> work schedules, acquisitions or modification of equipment <br /> or devices, the provision of readers or interpreters, and <br /> other similar actions. <br /> • <br /> Exhibit E <br /> Page 4 of 10 <br />