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discrimination in employment by a contractor receiving Federal <br />financial assistance as part of the CDBG program. <br />b) The contractor may not limit, segregate, or classify applicants or <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, 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; <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 by <br />virtue of employment, whether or not administered by Recipient; <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 contractor 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. A <br />contractor 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 />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 />Exhibit E — Building Futures <br />September 16, 2002 <br />GACommunity Development\CDBG\BuildingFutures\FY2002-03 <br />page 4 of 10 <br />