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2�Recipient shall insert similar provisions in all subcontracts for work <br /> covered by this Agreement. <br /> C. General Employment Provisions Relating to Handicap/Disability <br /> Discrimination for CDBG Recipients <br /> 1. General prohibitions against employment discrimination. <br /> a) No qualified individual with a handicap or a disability shall, <br /> solely on the basis of such handicap or disability, be subjected to discrimination in <br /> employment by a Recipient receiving Federal financial assistance as part of the CDBG <br /> program. <br /> b) The Recipient may not limit, segregate, or classify applicants <br /> or employees in any way that adversely affects their opportunities or status because of <br /> handicap or disability. <br /> c) Prohibition against discrimination in employment by the <br /> Recipient applies to the following activities: recruitment, advertising, processing of <br /> applications for employment; hiring, upgrading, promotion, award of tenure, <br /> demotion, transfer, layoff, termination, right of return from layoff, injury or illness, <br /> and rehiring; rates of pay or any other form of compensation and changes of <br /> compensation; job assignments, job classifications, organizational structures, position <br /> descriptions, lines of progression, and seniority lists; leaves of absence, sick leave, or <br /> any other leave; fringe benefits available by virtue of employment, whether or not <br /> administered by Recipient; selection and financial support for training, including <br /> apprenticeship, professional meetings, conferences, and other related activities, and <br /> selection for leaves of absence for training; employer sponsored activities, including <br /> social or recreational programs; and any other term, condition, or privilege of <br /> employment. <br /> d) The Recipient shall make reasonable accommodation to the <br /> known physical or mental limitations of an otherwise qualified applicant or employee <br /> with a handicap or disability, unless that accommodation would impose an undue <br /> hardship on the operation of its program. A Recipient may not deny any <br /> employment opportunity to a qualified handicapped or disabled employee or <br /> applicant if the basis for the denial is the need to make reasonable acco mmodation to <br /> the physical or mental limitation of the employee or applicant. <br /> 4 <br />