ICMARC Associate Handbook August 2016

DISABILITY AND REASONABLE ACCOMMODATION ICMA‑RC prohibits discrimination, harassment, and retaliation against associates and applicants on the basis of disability. ICMA‑RC follows federal and local law regarding accommodation of individuals with disabilities. Whether a person is an individual with a disability depends on the particular facts of each case. Factors considered in evaluating each case include the nature and severity of the impairment, and the duration or expected duration of the impairment. Federal and Local Law Federal and local law prohibits employment discrimination against “qualified individuals with disabilities,” as well as those regarded as or with a record of having a disability. A qualified individual with a disability is someone with a disability who meets the skills, experience, education and other job-related requirements of a position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of a job. Under the Americans with Disabilities Act (ADA), an individual with a disability is a person who has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or is regarded as having such an impairment. Reasonable Accommodation ICMA‑RC will make reasonable accommodation for the known physical or mental limitations of a qualified applicant or associate with a disability unless providing such an accommodation would impose an undue hardship on the operations of the business. The obligation to provide a reasonable accommodation applies to all aspects of employment. This duty is ongoing and may arise any time that a person’s disability or job changes. (See the glossary at the end of this section for definitions of terms in the Americans with Disabilities Act.) There are three categories of reasonable accommodation: 1 Modifications or adjustments to a job application process to permit an individual with a disability to be considered for a job 2 Modifications or adjustments necessary to enable a qualified individual with a disability to perform the essential functions of the job 3 Modifications or adjustments to enable associates with disabilities to enjoy equal benefits and privileges of employment Reasonable accommodation evaluations will be made on a case-by-case basis and will include interaction with the individual requesting the accommodation. The focus of the evaluation will be on the abilities of the individual to perform the essential functions of the job and any reasonable accommodations, not on the nature of the disability or a particular physical or mental condition.

Requests for Reasonable Accommodations ASSOCIATE RESPONSIBILITY

If you have a disability and require an accommodation to perform the essential functions of your assigned job or a job that you desire, you should notify your supervisor or contact Human Resources and specify the

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