Agmt 2002 Deaf Counseling Adovacy and Refferal Agency

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C. General Employment Provisions Relating to Handicap/Disability Discrimination for CDBG Contractors 1) General prohibitions against employment discrimination. a) No qualified individual with a handicap or a disability shall, solely on the basis of such handicap or disability, be subjected to discrimination in employment by a contractor receiving Federal financial assistance as part of the CDBG program. b) The contractor may not limit, segregate, or classify applicants or employees in any way that adversely affects their opportunities or status because of handicap or disability. c) Prohibition against discrimination in employment by the contractor applies to the following activities: recruitment, advertising, processing of applications for employment; hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return 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 Recipient; 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. Exhibit E—DCARA page 4 of 10 July 15,2002 G:\Community Development\CDBG\DCARA\2002-03