Policy on accommodating disabilities of employees

Major life activities also include the operation of major bodily functions, including, but not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.A modification or adjustment to the job application process or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.The employer was concerned about the behavior of the animal as the employee trained it herself.The employer and employee agree to a trial period to assess whether the animal could be in the workplace without causing a disruption. The Mobile Accommodation Solution (MAS) app is a first-of-its kind case management tool that helps employers, service providers and individuals effectively manage workplace accommodation requests throughout the employment lifecycle, from application to onboarding to advancement.ODEP manages a number of efforts designed to advance disability employment.These include the award winning Campaign for Disability Employment and the Workforce Recruitment Program, which connects employers with highly motivated college students and recent graduates with disabilities.

Office for Inclusion and Equity Section 503 of the Rehabilitation Act of 1973, as amended Section 504 of the Rehabilitation Act of 1973, as amended Americans with Disabilities Act of 1990 Americans with Disabilities Act Amendment Act of 2008 HOP 3-3011 - Animals on Campus HOP 3-3020 - Nondiscrimination Policy Last revision and review date: January 11, 2019 Previous review date: December 2013 Editorial edits made March 20, 2018 Editorial edits made February 17March 7, 2016 Editorial edits made July 2, 2014.It is the policy of The University of Texas at Austin (“University”) to provide equal access and opportunity to University employees and job applicants with disabilities in compliance with federal law, including the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act, as amended (ADA).The University prohibits discrimination based on disability in both the application process and during the employment relationship.The decision as to the appropriate (reasonable) accommodation is made on a case-by-case basis.The principal test is that of effectiveness; whether the accommodation will provide an opportunity for a person with a disability to achieve the same level of performance and to enjoy benefits equal to those of an average similar-situated person without a disability.

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