AG19841015 - Laserfiche WebLink

Home Browse Search

INTRODUCTION The purpose of this study is to evaluate programs, activities, policies, practices and to identify areas of non-compliance with the handicap discrimination regulations. An effort is made to recommend structural and nonstructural changes to achieve compliance. Toward this end, the following actions have been undertaken: * Relevant Personnel Policies have been reviewed. * Department heads and other relevant staff were interviewed to determine: (a)positions that would be suitable for persons With various disabilities. (b) problems citizer~s with various disabilities have accessing services and suggestions to overcome these barriers. * .Cabarrus County Department of Social Services was contacted. PERSONNEL POLICIES A careful review of the existing personnel ordinance demonstrates that Cabarrus County presently has a strong commitment to the elimination of all vestiges of non- compliance with handicapped regulations. To illustrate, the Recruitment and Employment Section of Personnel Ordinance states that, "applicants w{th physical handicaps shall be given equal consideration with other. applicants for positions in which their physical handicaps do not represent an unreasonable barrier to satisfactory performance of duties". Furthermore, the employee grievance procedure provides a mechanism for complaints regarding physical surrounding. There are, however, several suggested changes: - The Section of Article V entitled "Recruitment Source" should be amended to include organizations catering to the special needs of handicapped citizens. - A tear sheet or control sheet should be substituted in the formal application process for the handicapped questions presently on the application form. This information should be sent to the person designated to be responsible for coordination of efforts to comply with the handicapped discrimination regulations (at this time the Finance Director), who should review to determine if the applicant is impaired and, if-so, is the job one that could reasonably be handled by a person with that impairment. In such cases, final approval to hire should be withheld until the Finance Director determines there has been no discrimination and gives the approval to hire. (This provision shall not apply in situations where other laws or provisions take precedence.)