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2. In determining whether an accommodation imposed an undue hardship on the <br />operation of the HR program, were the following factors considered? <br />a) The overall size of the HR program with respect to the number of employees, <br />number and type of facilities, and size of budget? X Yes No <br />b) The type of the HR operation, including the composition and structure of the <br />workforce? X Yes No <br />c) The nature and cost of the accommodation? X Yes No <br />No to any question above - Modification or corrective action: <br />EMPLOYMENT CRITERIA <br />IMPORTANT INFORMATION <br />The HR may not deny any employment opportunity to a qualified handicapped or <br />disabled employee or applicant if the basis for the denial is the need to make <br />reasonable accommodation to the physical or mental limitations of the employee or <br />If the HR uses an employment test or other criteria for selection that screens out or <br />tends to screen out individuals with disabilities, can the HR show that the test score or <br />other selection criteria is job related? Yes No X N/A (explain below then skip to <br />Q3) <br />No — Modification or corrective action: <br />N/A — Explain (e.g. no such test /criteria used): <br />Employment testing generally not used <br />2. Has the HR obtained information from the appropriate HUD official that <br />demonstrates that alternative job - related tests or criteria that tend to screen out fewer <br />individuals with disabilities are unavailable? Yes No X N/A <br />No — Modification or corrective action: <br />3. Does the HR administer tests which accurately reflect the applicant's or employee's <br />job skills or aptitude rather than the applicant's or employee's impaired sensory, <br />Attachrrrt number 5 <br />F -2 Page 52 <br />