511 ADA Employee Accommodations

Question 1

ADA – As amended in 2008, with the ……………………………………………………………………, requires the fair treatment of qualified individuals with disabilities. The Act and the U.S. Equal Employment Opportunity Commission (EEOC) Regulations, 29 C.F.R. S1630.2(g), defines such a person as an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. It also ensures equal access for persons with disabilities to public accommodations, public services, transportation, and telecommunications. In addition to the above information it should be noted that an employee of the City of Jacksonville (COJ) who has a disabled member in their immediate family may not be discriminated against if his/her help is required to aid or assist that family member from time to time.

Answer 1

Americans with Disabilities Act Amendments Act (ADAAA)

Question 2

Essential Functions - Those functions that the individual who holds the position must be able to perform unaided or with the assistance of a reasonable accommodation. Essential functions are determined according to the following factors:

Answer 2

a. The employer’s judgment;
b. Written job descriptions;
c. The number of people available to perform the function;
d. The collective bargaining agreement;
e. The amount of time actually spent doing the task;
f. The consequences if the task is not performed; and
g. The experience of past and present job incumbents.

Question 3

……………………………….. - Meets legitimate skill, experience, education, or other requirements of the job; and can perform the essential functions of the job, with or without a reasonable accommodation.

Answer 3

Qualified Individual

Question 4

Reasonable Accommodations - Any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy employment opportunities. Reasonable accommodation may include:

Answer 4

a. Making existing facilities more accessible to disabled persons;
b. Job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment, adjustment of training, and examinations, etc.; and
c. Where no equivalent position is available or will reasonably come available, reassignment to a lower grade at lower pay may be permitted. Promotion is not required as a form of reasonable accommodation.

Question 5

……………………………………. - Assignments for temporary medical, physical, or psychological impairments.

Answer 5

Temporary Limited Duty (TLD) Assignments

Question 6

……………………………………… - Impairments that are transitory and minor are not regarded as a disability. A transitory impairment is impairment with an actual or expected duration of six months or less.

Answer 6

Transitory Impairment

Question 7

…………………………………… - An action requiring significant difficulty or expense, e.g., an action that is unduly costly, extensive, substantial or disruptive, or that will fundamentally alter the nature of the business. The following factors may be considered in determining whether such a hardship is imposed by a particular action:

a. The nature and cost of the accommodations;
b. The overall financial resources of the facility involved, the number of personnel at the facility, and the effect or impact of the accommodation on operations;
c. The overall financial resources and size of the employing entity and the number, type and location of the employer’s facilities; and
d. The type of operation(s) of the employer, including the composition, structures, and functions of the workforce.

Answer 7

Undue Hardship

Question 8

All ADA reasonable accommodation requests must be submitted to the Jacksonville Sheriff’s Office (JSO) …………………………………………………………… for evaluation and determination of appropriate action. Employees should contact the JSO …………………………………. designee for information on the appropriate form(s) to submit. Each request will be reviewed on an individual basis and independently of all other requests. The JSO ………………………………………………………. will coordinate with the COJ Employee Services and the COJ Medical Review Officer (MRO).

Answer 8

Human Resources Medical Section designee

Human Resources Medical Section

Human Resources Medical Section designee

Question 9

When employees request and receive approval for TLD, the employee will be temporarily moved to a designated assignment position which fits the employee’s temporary limitations.

Answer 9

a. Employees on TLD will not wear any part of the uniform including a jacket that identifies them as a corrections officer.
b. Patrol & Enforcement and the Department of Corrections have specific assignment locations designated for personnel on TLD.