Agenda - 06-21-2011 - 5e - Laserfiche WebLink

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Orange County Personnel Rules and Regulations Manual Issue Date: 6/22/2011 6 include entering into service contracts when such contracts include arrangements that discriminate against a particular group of applicants or employees. c. Using standards or methods that have the effect of discriminating or perpetuating discrimination. d. Denying equal jobs or benefits because of a relationship or association with a person with a disability. This would include the situation of not hiring a person who has a sick dependent that would tap benefit resources or refusing to hire someone who is known to do volunteer work with someone who has a disability such as a person who has AIDS, epilepsy, etc. e. Refusing to make reasonable accommodation unless the accommodation would impose undue hardship. Also. denying employment opportunities to an otherwise qualified individual with a disability to avoid making a reasonable accommodation would be prohibited. f. Using standards or tests that tend to screen out individuals with disabilities unless the tests-are job related and consistent with business necessity. g. Failing to select and administer tests in the most effective manner to ensure that the results accurately reflect skills, aptitude, etc. An example of this would be a situation where the standard recruitment procedure for a position includes a written test. If, due to a disability, as defined under the ADAAA, someone could not read the instructions and questions, then the test should be read to them. h. Denying health insurance benefits to a person covered under the ADAAA. Threatening, coercing, intimidating, or otherwise interfering with someone's rights under the ADAAA is prohibited. 2. Reasonable Accommodation As an employer, Orange County has an obligation. to make reasonable accommodations and cannot base an employment decision on an individual's need for reasonable accommodation. Reasonable accommodation includes making physical modifications to the facilities and providing equipment to assist in the performance of job duties. Also non-physical accommodations such as job restructuring, modifying work schedules, and reassignment to vacant positions would be included in types of accommodations. If an applicant or employee discloses a disability and requests accommodation, a dialogue should take place with the applicant or employee to determine what would be an appropriate and reasonable accommodation. An individual who is regarded as having a covered impairment is not entitled to reasonable accommodation. An individual needs to have a disability as defined under the ADAAA before being considered for reasonable accommodation. Page 4