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or any other form of compensation and changes of compensation; <br />job assignments, job classifications, organizational structures, <br />position descriptions, lines of progression, and seniority lists; leaves <br />of absence, sick leave, or any other leave; fringe benefits available <br />by 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 with 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 />disabilities or any class or individuals with handicaps or disabilities <br />unless the County can demonstrate (1) the test score or other <br />criterion is job -related for the position in question, and (2) that the <br />test results accurately reflect the applicant's or employee's job skills, <br />aptitude, or whatever other factor the test purports to measure, rather <br />than the applicant's or employee's impaired sensory, manual, or <br />speaking skills (except where those skills are the factors that the test <br />purports to measure). <br />Exhibit E <br />Page 3 of 7 <br />