This policy applies to staff, contractors, interns, and certain volunteers of The Arc as determined by the immediate supervisor.

Requirements:

The Arc welcomes applications from people with disabilities and does not discriminate against them in any way. The Arc complies with the Americans with Disabilities Act (ADA) of 1990. For example, The Arc:

  • Considers all applicants with disabilities for employment using the same criteria as are used for the employment of person without disabilities.
  • Considers staffers with disabilities for promotions using the same criteria that are used for the promotion of staffers without disabilities.
  • Take steps to make its facilities barrier-free and accessible according to appropriate federal and state statues.
  • Make scheduling and other adjustments to reasonably accommodate staffers with disabilities.
  • Educates staffers to the fact that individuals with disabilities are employed by The Arc and should not be discriminated against.
  • Posts notices explaining the provisions of ADA and staff rights under the law.

Reasonable Accommodations:

It is the policy of The Arc to strive to provide a safe and healthful workplace for all staff members, and to make reasonable accommodation to qualified applicants and staff members who have a known, protected physical or mental disability.

To request an accommodation, direct support staff members who are otherwise qualified to perform a job should notify the Director of Support Services, and administrative staff should notify the Executive Director that they need an adjustment or change at work for a reason related to a disability by completing “Request for Accommodation” form. The Arc will provide reasonable accommodation to staff members with disabilities, provided these accommodations do not pose an undue hardship on The Arc or jeopardize the safety of the staff member or others.

After appropriate discussion and consideration, the Director of Support Services or the Executive Director accordingly, will make a decision and the affected staff member will be informed.

If the request for accommodation is denied and the staff member is eligible to use the Grievance Procedure, the staff member will have opportunity to appeal.

If a staff member contracts a non-communicable disease, he or she will be allowed to continue to work as long as physically and mentally able. The Arc will make reasonable accommodation to his or her needs as long as this does not create an undue hardship for The Arc. The Arc may require a physician’s statement verifying the ability of the staff member to safely perform essential job functions. Management reserves the right make all work-related decisions on reasonable accommodation, disabilities, and diseases based on the business interests of The Arc.

Confidentiality of Information:

Information regarding the medical condition or history of applicants and staff members will be collected and maintained on separate forms and in separate files from the regular personnel files. These separate files will be treated as confidential medical information, to be utilized only as permitted by the law and its implementing regulations.

Staff member accommodation requests and related information will be treated as confidential medical information. Any and all documentation pertaining to actions taken by The Arc under this policy will be maintained in the staff member’s separate confidential medical file.

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