City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Reasonable Accommodation Policy Number: I-3 Revision: 3 Effective Date: 09-01-2023 1.0 POLICY T he City is fully committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities or with a religious belief, practice, or observance enjoy equal access to all employment opportunities. 2.0 PURPOSE T he City recognizes there may be circumstances when individuals may need reasonable accommodations to perform the functions and duties of their position, to apply for employment opportunities, or to exercise the individual’s religious belief, practice, or observance. The Americans with Disabilities Act of 1990 (ADA), as amended, provides guidelines for employers that pertain to requests for reasonable accommodations to perform the essential job functions or apply for employment. The Pregnant Workers Fairness Act (PWFA) requires employers to provide “reasonable accommodation related to pregnancy, childbirth, or related medical conditions, unless that accommodation will cause the employer an undue hardship.” Title VII of the Civil Rights Act of 1964 requires employers to reasonably accommodate the religious belief, practice, or observance of an employee or prospective employee, unless the accommodation would cause undue hardship to the employer. This policy provides the rules and procedures the City uses to comply with the ADA, the PWFA, and religious accommodations under Title VII. 3.0 SCOPE This policy covers all employees and applicants of the City of Greensboro. 4.0 DEFINITIONS 4.1 Individual with a Disability - An employee or applicant who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment. An employee with limitations related to pregnancy, childbirth, or related medical conditions. 4.2 Religion - Title VII defines religion to include “all aspects of religious observance and practice as well as belief.” 4.3 Essential Functions - Those job duties that are so fundamental to the position that the individual cannot do the job without being able to perform them. A function can be essential if: 1) the position exists specifically to perform the function, 2) there are a limited number of other employees who perform the function, or 3) the function is specialized and the employee was hired based on their ability to perform the specific function. Determining the essential

Table of Contents A B C D E F H I J K L List of Appendices G

I - EEO/AA

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