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OPQRSxdCcgkosw{TrianglesTriangle Bullet  _"  _ XXXXc XXԀ#XX cM# XXQualifiedIndividualwithaDisability#XX ߑ# #X$XXX.#,*CITE         (xir$0  0` (#(#0 ` (#` (#2#(  0  )3  0 (# (#($0  0` (#(#0 ` (#` (#0 (# (#2#(  a  )3  0h(#(#(F$0  0` (#(#0 ` (#` (#0 (# (#0h(#(#2#(   )3  0h(#h(#($0  0` (#(#0 ` (#` (#0 (# (#0h(#(#0h(#h(#2#  0  )3  0(#(#({$0  0` (#(#0 ` (#` (#0 (# (#0h(#(#0h(#h(#0(#(#2#  a  )3  0p(#(#(F$0  0` (#(#0 ` (#` (#0 (# (#0h(#(#0h(#h(#0(#(#0p(#(#2#     )3  0p(#p(#  OPQRSxBGaeimquy}Bullet ListBullets List dWWWW'dxdTABLE B^_`XE<<CLevel 1Level 2Level 3Level 4Level 5(3$ !  ($$   1   dddd          _"  _ XXXX XXԀReasonableAccommodation # I1 .##X$X I1M#  _"  _ XXXXc XXExamplesofTypesOfReasonableAccommodations #, c.##X$X,M#  X/XXX$*,` XX*  #X$XXX/#X/XXX$&%XX/n#&%%&p#&%%&  Restructuringajob: &&  $ OPQRST(dyxU OPQRS    #&%%&#&%%&u#&%%&#&%%&0  #&%%&,#&%%&shiftingtoanotheremployeeminorjobtasksthattheaccommodatedemployeeis  unabletoperformduetodisability;     #&%%&z#&%%&u#&%%&z#&%%&0  #&%%&#&%%&changingwhenorhowajobtaskisperformed;     #&%%&#&%%&u#&%%&#&%%&0  #&%%&#&%%&substitutingaminorjobtaskinplaceofonetheemployeecannotperformbecause  ofdisability.  U OPQRS(Bxy$ OPQRST* U OPQRST(ByxU OPQRS#&%%&H#&%%&0  n#&%%&##&%%&  #&%%&u#&%%&Providingunpaidleave.    h      p      #&%%&#&%%&n#&%%& #&%%&  #&%%& #&%%&Providingatemporarytransfertoanotherposition. ~~   #&%%&/ #&%%&n#&%%& #&%%&0  Allowingtheemployeetoworkaparttimeormodifiedschedule(e.g.,addingbreaks, ff  adjustingarrivaltimes,alteringwhencertainjobtaskscanbeperformed).N N    #&%%& #&%%&n#&%%&8 #&%%&0  Allowingtheemployeetoworkathome.6 6  #&%%&~ #&%%&0  n#&%%& #&%%&0Modifyingaworkplacepolicyonlyastotheemployeewithadisability(e.g.,the    employermaymodifyleaveorattendancepoliciesandproceduresforanemployeewith    adisabilityandcontinuetoapplythepolicyandprocedurestootheremployees).    #&%%&c #&%%&n#&%%&#&%%&0  Reassignmenttoanequivalentposition:theemployermayreassignanemployeewitha   disabilitytoavacantpositioniftheemployeecannolongerperformhisjobbecauseof  disabilityandiftheemployeeis qualifiedforthenewposition.#X/X%&#  U OPQRS(BxyU OPQRST#X$XXX/K#+ X,` X+ff    _"  _ XXXX XXԀUndueHardship#XX M# #X$XXX.# !USUS.,  _XC XXXRQXXC StateandFederalEmploymentDiscriminationLaws#XC XQR\##X$XXXC =#X/XXX$      ManydifferentTexasandfederallawsprohibitdiscriminationinemploymentbasedonrace, b color,religion,sex,nationalorigin,age,anddisability,andsomecitiesalsobardiscrimination ^ basedonsexualorientation.Employerscanbeheldliablefordiscriminationbysupervisors,co  Z employees,agentsoftheemployer,volunteersand,insomecircumstances,nonemployees  V suchasclientsorcustomers.Hereisalistofmostlawscoveringdiscriminationinthe  R workplace:  N *ZW[ddd Xdd Xdd X(#(#,dd , dd , dd +  /y F  F  /UXX/#,U#c ,Law Ay,!Z y AWhoisCovered? Ay,!Z y ABriefSummary#, c#U,#X/XUа#R QXX/""J" -#!Z y -#X/X QR#&%XX/TitleVIIoftheCivil d  RightsAct  L    Privateemployerswith15or d  moreemployeesduringany20 L  weekperiodofcurrentorpre 4  cedingyear;governmentemploy  ees   Prohibitsdiscriminationinemployment d  basedonrace,color,sex,religion,or L  nationalorigin;prohibitssexualha 4  rassment   AgeDiscrimination 0 inEmploymentAct h (_ADEA_)  P Employerswith20ormoreem 0 ployees  h Prohibitsdiscriminationinemployment 0 againstthoseage40andover  h AmericanswithDis | abilitiesAct(ADA)  d  Privateemployerswith15or |! moreemployees;stateandlocal d" governmentemployees  L# Prohibitsdiscriminationagainstquali |$ fiedindividualswithdisabilities; d% Аrequiresreasonableaccommodation L& forqualifiedpersonswithdisabilities. 4' Exception:ifaccommodationwould l( resultinunduehardshiponemployer  T) RehabilitationAct  * Federalgovernmentemployees + andfederalgovernmentcontrac h, torswithover$2,500ingovern P - mentcontracts  8!. Prohibitsdiscriminationbasedon / Аphysicalormentaldisability;requires h0 reasonableaccommodationforquali P 1 fiedpersonswithdisabilities. 8!2 Exception:ifaccommodationwould  "p3 resultinunduehardshiponemployer  #X4 TexasCommission $5 onHumanRights l% 6 Act(statelawthat T&!7 mirrorsTitleVII,ADA <'"8 and_ADEA_)  $(t#9 15ormoreemployees  $: Prohibitsdiscriminationbasedon $; race,color,sex,religion,nationalori l% < gin,ageordisability T&!= #X/X%&#UXX/#,U#c ,Law 'd 'WhoisCovered? 'd 'BriefSummary#, c#U,#X/XUH#R QXX/ d #X/X QR}#&%XX/FamilyandMedical  LeaveAct(_FMLA_)#X/X%&#R QXX/   #X/X QRw#&%XX/Employerswith50ormore  employees(fullorparttime)  within75milesofworkplace  duringany20weekperiodof    currentorprecedingyear;gov n   ernmentalentities  V   #X/X%&#&%XX/Requiresemployerstoprovideupto   12weeksunpaidleave(duringa12   monthperiod)forchildbirth,adoption,  fostercareplacementorserious   Аhealthconditionofspouse,childor n  parent  V  PregnancyDiscrimi  " nationAct   (AmendmenttoTitle   VII)    Employerswith15ormoreem  " ployeesduringany20weekpe   riodofcurrentorprecedingyear;   governmentemployees    Requiresemployerstotreat  " Аpregnancy,childbirthandrelatedcon   ditionsthesameasothertemporary   disabilities    EqualPayAct V    >  Employersengagedininterstate V  commerce(interpretedtocover > ! almostallemployers);allstate &" andlocalgovernments;nonprofit # organizationsandreligious $ Аentities  % Requiresequalpayformenand V & womenwhoperformsubstantially > ' equalworkinthesamebusinesses &( tablishment  ) Localcityordi  Z* nancesinAustin, B+ FortWorth,Dallas *, andHouston(other - Texascitiesmay . havesimilarordi / nances)  z0 [Employersshouldchecklocal  Z1 cityordinancesforspecificprovi B2 sions.]  *3 Prohibitsdiscriminationinemployment  Z4 basedonsexualorientation  B5 VietnamEraVet F6 eransReadjust .7 mentAssistanceAct  8 Employerswithfederalgovern F9 mentcontractsinexcessof .: А$10,000  ; Requirescontractorstotakeaffirma F< tiveactiontoemployandpromote .= qualifieddisabledandVietnamera > veterans;writtenaffirmativeaction  ? plansarerequiredforemployerswith !@ 50ormoreemployeesandfederal ~"A governmentcontractsof$50,000or f#B more  N$C UniformedServices %!D Employmentand &"E _Reemployment_ '"F АRightsAct  (#G Allemployers  %!H Requiresemployerstoreemploy %!I Аmembersofuniformedservicesupon &"J completionofactivedutymilitaryser '"K vice (#L #X/X%&-##X$XXX/;# XC XXX$RQXXC 3Oa4Oa6OaOaOa  )$L 3Oa 3 3  :OaOaAmericanswithDisabilitiesAct(ADA)#XC XQR4 #RQXXC #RZQQR #R QQRZ   3 ,XX4 ,hXX3#X/X QRl!#Ifyouareanemployerwith15ormoreemployees,youarerequiredtocomplywiththe | AmericanswithDisabilitiesAct,orADA.TheADAprohibitsdiscriminationonthebasisof x disabilityinemploymentpractices,andrequiresemployerstoadjusttheworkscheduleor t  environment(calleda reasonableaccommodation)forqualifiedindividualswithdisabilities p  sothattheycanperformthe essentialfunctionsofajob.#X$XXX/!#X/XXX$ԀAnemployercanrefusetograntan l  employeesrequestforreasonableaccommodationonlyiftheaccommodationwouldcause h   unduehardshipontheemployer.TheADAisaverycomplexareaoflaw.Asaresult,itis d  highlyrecommendedthatemployersseektheadviceofanattorneybeforedenyingan `  employeesrequestforreasonableaccommodation. \  #X$XXX/a$#X/XXX$InordertounderstandwhentheADAapplies,anemployerneedstounderstandfourbasic T  concepts:(1)whenanemployeeis disabled;(2)whoisa qualifiedindividualwitha P  disability;(3)whatisa reasonableaccommodation;and(4)whatisan unduehardship. L #X$XXX/o&#XXXX$]oP@<l \72 L `@XEDL P4l D Whois DisabledUndertheADA?#X$XXX(#X/XXX$Ԁ < AnindividualwithadisabilityundertheADAisapersonwhohas: 8 4 X,XX4 ,hX!43 ,XX4wN hXX3  (1)0 4 aphysicalormentalimpairmentthatsubstantiallylimitsoneormoremajorlife 4 activities,04(#4(# 8  (2)04  hasarecordofsuchanimpairment,or,4 4    (3)0 4 isperceivedashavingsuchanimpairment.(4(#4(# 4 X,XX4wN hX)44 ,XX4 ,hXfJX4#X$XXX/)#XXXX$_CasebyCase_ԀAnalysis#X$XXX ,#X/XXX$ N    Determiningwhetherapersonhasadisabilityisoftennotaneasytask.Whenacondition  involvessymptomsthatvaryfrompersontoperson(e.g.,_musculo_Ԅskeletaldisorderssuchas   carpeltunnelsyndrome),thedeterminationmustbemadebylookingattheindividualfacts. ! #X$XXX/,#XXXX$WhatAre MajorLifeActivities?#X$XXXW.#X/XXX$ #   Majorlifeactivitiesareactivitiesthatanaveragepersoninthegeneralpopulationcan $  performwithlittleornodifficulty,suchascaringforoneself,walking,breathing,seeing,hearing, %!  speaking,learning,sexualreproduction,working,andperformingmanualtasks.Otheractivities &"! takenintoaccountincludesitting,standing,andlifting.Thecentralquestioniswhetherthe '"" employeeisunabletoperformthevarietyoftasksofcentralimportancetomostpeoplesdaily (## livessuchashouseholdchores,bathing,andbrushingonesteeth. )$$ ̀#X$XXX/.#XXXX$ +&& Whatis SubstantiallyLimits?#X$XXX1#X/XXX$ ,''  Substantiallylimitsmeansanimpairmentthatpreventsorseverelyrestrictsapersonfrom -((  4OaOa 4 4   doingactivitiesofcentralimportancetomostpeoplesdailylives.Substantiallylimitedwith  respectto workmeansthatanindividualmustbeunabletoperformaclassofjobsorabroad  rangeofjobsbecauseofherdisability.  #X$XXX/B2#XXXX$Whatisa Recordof...Impairment?#X$XXX带4#X/XXX$  A recordincludeseducational,medicaloremploymentrecords.Havingarecordof   impairmentmeanshavingahistoryof,orhavingbeen_misclassified_Ԁashaving,amentalor   physicalimpairmentthatsubstantiallylimitsoneormoremajorlifeactivities.   #X$XXX/5#XXXX$WhatDoesitMeantobe PerceivedasHavingaDisability?#X$XXX6#X/XXX$     Perceivedashavingadisabilitymeansanemployermistakenlybelievesanindividualhasan   impairmentthatsubstantiallylimitsamajorlifeactivity.Theemployermayimagineanon   existentimpairmentormaybelieveanexistingimpairmentissubstantiallylimitingwhenitis   not.EmployersmayviolatetheADAbyrefusingtohiresomeonetheemployerperceivesas |  disabledbasedonamyth,fear,orstereotyperelatedtothepersonscondition. x  #X$XXX/O7#XXXX$ExceptionforCorrectableImpairments#X$XXX9#X/XXX$ p TheADAdoesnotapplytocorrectableimpairmentssuchasnearsightedvision,whichcanbe l correctedwithglasses.However,substantialimpairmentsthatexistdespitetreatment(such h ashearinglossnoteffectivelycorrectedbyhearingaidsorarthritisresultingfromhip d replacementsurgery)qualifyasdisabilitiesundertheADA.Additionally,disabilitiessuchas ` thoseassociatedwithepilepsy,whichare controlledbutnotremovedbymedication,can \ qualifyasadisabilityundertheADA. X #X$XXX/@:#XXXX$CurrentAlcoholandDrugUse:NotaDisability#X$XXX =#X/XXX$ P  U OPQRST(By3Eventhoughalcoholismanddrugaddictionmaybeconsideredadisability,employeesand L applicantswhouseillegaldrugsoralcoholonthejobarenotprotectedbytheADAwhenan H employeractsonthebasisofsuchuse.Employersmayholdindividualswhoareillegallyusing D drugsandabusingalcoholtothesamestandardsofperformanceasotheremployees. @  #X$XXX/z=#XXXX$](oP@<l \'" < `@XE8" P(" 8" Whoisa QualifiedIndividualwithaDisability?#X$XXX @#X/XXX$ $    TheADAprohibitsdiscriminationagainsta qualifiedindividualwithadisability,whichmeans %!! anemployeeorapplicantwho(1)hastheskill,experience,education,andotherjobrelated & "" requirementsoftheposition,and(2)canperformtheessentialfunctionsoftheposition,with '## orwithoutreasonableaccommodation.#X$XXX/!A#X/XXX$Ԁ#X$XXX/ C#X/XXX$ ($$ #X$XXX/LC#XXXX$HowDoJobDescriptionsProtectEmployersFromLiability?#X$XXX帣C#X/XXX$ )$% UndertheADA,theemployersjudgmentwillbegivenconsiderationindeterminingwhat *%& functionsofajobare essentialornecessaryandcentraltoitsperformance.TheADAfurther +&' providesthatwrittenjobdescriptionsusedforadvertisingorinterviewingapplicantswillbe ,'( consideredasevidenceofthe essentialfunctionsofajob.Accuratejobdescriptionsarea -()  6Oa:Oa 6 :6 :  _criticalmeansforemployerstolimittheirliabilityexposureinregardtodisabilityandother  discriminationclaims.Thefollowingsectionprovidesguidelinesonjobdescriptions.    #X$XXX/D#XXXX$]oP@<l \'" < `@XE  P  WhatisaReasonableAccommodation?     p     #X$XXX席G#X/XXX$ /  Anemployermustprovideareasonableaccommodationtoaqualifiedindividualwitha + { disability.Reasonableaccommodationmeansmakingachangeintheworkenvironmentorin ' w thewayajobisperformedthatenablesapersonwithadisabilitytoenjoyequalemployment # s opportunities.Therearebasicallythreekindsofaccommodationsanemployercanprovide:(1) o  changestoajobapplicationprocess;(2)changestotheworkenvironment,ortothewayajob k  isusuallyperformed;(3)changesthatenableanemployeewithadisabilitytoenjoyequal g  benefitsandprivilegesofemployment(suchasaccesstotraining). c  Accommodationscaninclude:(1)removingphysicalobstacles(suchasmodifyinginaccessible  [ facilitiesoraddingdevices);or(2)changingpolicies,procedures,orrules(suchasrules W concerningwhenworkisperformed,whenbreaksaretaken,andhowjobtasksareperformed). S 4 X,XX4 ,hX+43 ,XX4 ,hXX3#X$XXX/H#XXXX$WhenMustanEmployerConsiderReasonableAccommodations?#X$XXXM#X/XXX$ K AnemployerhasamandatorydutyundertheADAtoengagetheaffectedemployeeinan G interactiveprocessaimedatidentifyingandimplementingreasonableaccommodationwhen: C (1)theemployeerequestsanaccommodation;or(2)theemployerrecognizestheneedforan ? accommodation.Anemployeralsomayasktheemployeeifreasonableaccommodationis ; neededwhenanemployerbelievesanaccommodationisneededorwhenanemployeewith 7 adisabilityishavingperformanceorconductproblems. 3 Torequestareasonableaccommodation,anemployeeneedsonlytotelltheemployerthatshe + needsachangeatworkrelatedtoamedicalconditionordisability.Therequestdoesnothave ' tobeinwriting.Inrespondingtoarequestforreasonableaccommodation,theemployerhas  # thefollowingrightsandresponsibilities: !   n0 4 ifthedisabilityisnotobvious,theemployermayaskforreasonabledocumentation # ofthedisabilityandtheemployeeslimitations;$ 4(#4(#   n0 4 #X$XXX/mN#X/XXX$theemployermayaskquestionstohelpmakeaninformeddecisionabouthowto %!! makeanappropriatereasonableaccommodation(theEEOCwebsite_offersa & "" resourcedirectoryforhelpinidentifyingreasonableaccommodations,at '## www.eeoc.gov/facts/fsada.html);($$4(#4(#   n0 4 #X$XXX/S#X/XXX$theemployermaychooseanyreasonableaccommodationthatiseffectivein )$% removingtheworkplacebarrieratissue;*%&4(#4(#   n0 4 #X$XXX/zU#X/XXX$theemployermustcontinuetoevaluatereasonableaccommodationsifthe +&' employeeasksforadifferentaccommodation;,'(4(#4(#   n0 4 #X$XXX/}V#X/XXX$theemployermustact promptlyinresponsetoarequestforareasonable -() Oa    accommodation;and4(#4(#   n0 4 #X$XXX/W#X/XXX$theemployermustmaintaintheconfidentialityoftheemployeesmedicalcondition  ordisability.4(#4(#   #X$XXX/X#XXXX$WhatifOtherEmployeesComplainAbout SpecialTreatment?#X$XXX帡Y#X/XXX$  Anemployermayrespondtoaquestionfromanemployeeaboutwhyacoworkerisreceiving   "specialtreatmentbyexplainingithasapolicyofassistingemployeeswhoexperiencecertain   difficultiesintheworkplace.Theemployershouldalsopointoutthatmanyworkplaceissuesare   personal,andthat,inthesecircumstances,itistheemployer'spolicytorespectemployee   privacy.Aspartofemployeeorientationprogramsanddiversityorantidiscriminationprograms,    employersshouldprovideemployeeswithinformationabouttheADA.   R QXX/ #RZQ QR$Z#R QQRZ ]pQA=lN'"< `@XddddEptt Q 6   #X/X QR\#UXX/#,U4]#c ,WhatisNotConsideredaReasonableAccommodation %  #, c[^#U,#X/XU^#     n0 4 Changingtheemployeessupervisor(althoughchangingsupervisorymethodssuch '# asthemethodofcommunicatingassignmentsisareasonableaccommodation).($4(#4(#   n0 4 Eliminatingaprimaryjobresponsibility.)%4(#4(#   n0 4 Loweringproductionstandardsappliedtoallemployees(althoughtheemployermay * & providereasonableaccommodationtoallowanemployeewithadisabilitytomeet +' productionstandards).,(4(#4(#   n0 4 Havinganemployeedelegateanessentialfunctiontoacoworkerorsubordinate.-)4(#4(# Oa      n0 4 Providingpersonaluseitems(e.g.,prostheticlimb,wheelchair,eyeglasses,hearing  aidsorsimilardevices).4(#4(#   n0 4 Loweringstandardsofconductandbehavior(e.g.,policiesandproceduresrelated  toviolenceintheworkplace,theftordestructionofproperty).4(#4(#   n0 4 Allowingexcessivetardinessorattendance(e.g.,18monthsofmedicalleaveover  athreeyearperiodisnotareasonableaccommodation). 4(#4(#   n0 4 Bumpingotheremployeesfromanexistingpositiontocreateapositionforthe   disabledemployee.#X$XXX/^#X/XXX$ 4(#4(# #X$XXX/e#XXXX$]oP@<l \'" < `@XE  P| @#X$XXXf#X/XXX$    #X$XXX/f#XXXX$WhatisUndueHardship?#X$XXX%g#X/XXX$ g  Anemployerisnotrequiredtoprovideanyreasonableaccommodationthatcausesundue c  hardship.Anunduehardshipisanactionrequiringsignificantdifficultyorexpense.Undue _  hardshiprefersnotonlytofinancialdifficulty,buttoreasonableaccommodationsthatare  [ unreasonablyextensiveordisruptive,orthosethatwouldfundamentallyalterthenatureor W operationofabusiness.Everyrequestforreasonableaccommodationmustbeevaluated S separatelytodetermineifitwouldimposeanunduehardship,takingintoaccountthe: O  $ OPQRST(dyyU OPQRST  n0 4 #X$XXX/~g#X/XXX$natureandcostoftheaccommodationneeded;G4(#4(#   n0 4 #X$XXX/k#X/XXX$overallfinancialresourcesofthefacilityorbusiness;C4(#4(#   n0 4 #X$XXX/k#X/XXX$numberofpersonsemployedbythefacilityorbusiness;?4(#4(#   n0 4 #X$XXX/cl#X/XXX$effectonexpensesandresourcesofthebusiness;;4(#4(#   n0 4 #X$XXX/m#X/XXX$typeofoperationsofthebusiness;and74(#4(#   n0 4 #X$XXX/m#X/XXX$impactoftheaccommodationonthebusiness.34(#4(#  U OPQRS(Bxy$ OPQRSTCjIfcostisanissue,anemployershoulddeterminewhetherfundingisavailablefromanoutside + source,suchasastaterehabilitationagency,topayforallorpartoftheaccommodation.The ' employershoulddeterminewhetheritiseligibleforcertaintaxcreditsordeductionstooffset  # thecostoftheaccommodation.Also,totheextentaportionofthecostofanaccommodation ! causesunduehardship,theemployershouldasktheindividualwithadisabilityifhewillpay " thedifference. # Employerscannotclaimunduehardshipbasedonemployees'(orcustomers')fearsor %!! prejudices,orbecauseprovidingareasonableaccommodationmighthaveanegativeimpact & "" onemployeemorale.Employers,however,mayclaimunduehardshipwhereareasonable '## accommodationwouldbeundulydisruptivetootheremployees'abilitytowork.Forexample, ($$ anaccommodationthatwouldresultinpreventingotheremployeesfromdoingtheirjobs )$% constitutesanunduehardship.Ontheotherhand,switchingtoalessexpensivehealth *%& insurancecompanywhichrefusestocarryadisabledemployeeisaviolationoftheADA. +&' Barringimpendingfinancialruin,anemployercannotconsiderthecostsofinsuringqualified ,'( personswithdisabilitieswhenmakinghiringdecisions. -() Ї#X$XXX/in#XXXX$BusinessNecessity#X$XXX帑u#X/XXX$  Anemployermayalsoimposequalificationsoruseselectioncriteriathatwouldtendto  eliminatepersonswithdisabilitiesifsuchcriteriaarejustifiedbybusinessnecessity.An  employermayusesafetybasedqualificationstandardsifanindividualposesa directthreat  (meaningsignificantrisk)tothehealthorsafetyofotherindividualsintheworkplace.Direct  threatwillbedeterminedbythelikelihoodofpotentialharm,durationoftherisk,and   imminenceoftheharm.   #X$XXX/u#XXXX$Resources#X$XXX帢x#X/XXX$   Reasonableaccommodationsandunduehardshipareaddressedinthe_EEOC_sEnforcement    Guide,whichisavailableatwww.eeoc.gov.Alsoavailablefromthe_EEOC_Ԁis,  ATechnical   AssistanceManualontheEmploymentProvisions(TitleI)oftheAmericanswithDisabilitiesAct,zX     III,whichincludesa200pageResourceDirectory,includingagenciesthatmaybeabletopay   thecostsforcertainreasonableaccommodations,anddisabilityorganizationsthatcanprovide |  assistanceinidentifyingandlocatingreasonableaccommodations.Finally,the_EEOC_Ԁhasa x  posterthatemployersmayusetofulfilltheADA'spostingrequirement.Theposterand t TechnicalAssistanceManualmaybeobtainedbycalling18009593652(Voice);1800326 p 2577(TT). l 4 X,XX4 ,hXM4#X$XXX/x#