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Nondiscrimination Against and Accommodation of Individuals with Disabilities

Public Rights Project complies with the Americans with Disabilities Act (“ADA”) and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities or handicaps. Public Rights Project also provides reasonable accommodations for such individuals in accordance with these laws. It is Public Rights Project’s policy to, without limitation:

  • Ensure that qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-employment process and that Employees with disabilities are treated in a nondiscriminatory manner in all terms, conditions, and privileges of employment.
  • Administer medical examinations (a) to applicants only after conditional offers of employment have been extended, and (b) toEmployees only when justified by business necessity.
  • Keep all medical-related information confidential in accordance with the requirements of the ADA and retain such information in separate confidential files. 
  • Provide applicants and Employees with disabilities with reasonable accommodation except where such an accommodation would create an undue hardship on Public Rights Project.
  • Notify individuals with disabilities that Public Rights Project provides reasonable accommodations to qualified individuals with disabilities, by including this policy in Public Rights Project’s Employment Handbook and by posting the Equal Employment Opportunity Commission’s poster on nondiscrimination against individuals with disabilities and other protected groups conspicuously on Public Rights Project’s premises.

 

Procedure for Requesting an Accommodation

Qualified individuals with disabilities may make requests for reasonable accommodation so as to enable a qualified individual with a disability to be able to perform the essential functions of their job.

Public Rights Project has partnered with an outside organization – Disclo – to assist us in processing and handling employee accommodation requests. Disclo is an organization with experience assessing accommodation requests and helping to process accommodation requests and the related information needed from an employee’s healthcare provider in a confidential and appropriate manner.

If an employee wishes to request an accommodation of their disability, the employee should visit https://www.disclo.com/landing/prp to begin.

While Public Rights Project cannot guarantee that any particular accommodation will be granted, upon receipt of an accommodation request, a designated representative of Disclo will engage in an interactive process with the requesting individual to discuss and identify the precise limitations resulting from the disability and the potential accommodation that Public Rights Project might make to help overcome those limitations. Per the Company’s policies on Telecommuting and Remote Work, in proper circumstances, remote work may be considered as a reasonable accommodation for an employee with a disability; however, in-person attendance may be an essential job function for certain positions. Employees who request accommodations are expected to cooperate in this interactive process along with Disclo, including providing requested information regarding his or her disability or impairment in a timely manner and/or requesting his or her health care provider to provide such information.  All information will be retained in confidence by Disclo and Public Rights Project to the extent any such information needs to be shared with Public Rights Project. Retaliation against Employees who present requests for accommodation under this policy is strictly prohibited.

Public Rights Project, with the assistance of Disclo, will determine the feasibility of the requested accommodation and whether such accommodation(s) may constitute an undue hardship on the Company, considering various factors, including, but not limited to, the nature and cost of the accommodation, the availability of tax credits and deductions, outside funding,Public Rights Project’s overall financial resources and organization, and the accommodation’s impact on the operation of Public Rights Project, including its impact on the ability of other Employees to perform their duties and on Public Rights Project’s ability to conduct business. All Employees, regardless of disability status, are expected to perform the essential functions of their jobs.

Nondiscrimination Against and Accommodation of Individuals with Disabilities

Acme Company complies with the Americans with Disabilities Act (“ADA”) and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities or handicaps. Acme Company also provides reasonable accommodations for such individuals in accordance with these laws. It is Acme Company’s policy to, without limitation:

  • Ensure that qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-employment process and that Employees with disabilities are treated in a nondiscriminatory manner in all terms, conditions, and privileges of employment.
  • Administer medical examinations (a) to applicants only after conditional offers of employment have been extended, and (b) toEmployees only when justified by business necessity.
  • Keep all medical-related information confidential in accordance with the requirements of the ADA and retain such information in separate confidential files. 
  • Provide applicants and Employees with disabilities with reasonable accommodation except where such an accommodation would create an undue hardship on Acme Company.
  • Notify individuals with disabilities that AcmeCompany provides reasonable accommodations to qualified individuals with disabilities, by including this policy in Acme Company’s Employment Handbook and by posting the Equal Employment Opportunity Commission’s poster on nondiscrimination against individuals with disabilities and other protected groups conspicuously on Acme Company’s premises.

 

Procedure for Requesting an Accommodation

Qualified individuals with disabilities may make requests for reasonable accommodation so as to enable a qualified individual with a disability to be able to perform the essential functions of their job.

Acme Company has partnered with an outside organization – Disclo – to assist us in processing and handling employee accommodation requests. Disclo is an organization with experience assessing accommodation requests and helping to process accommodation requests and the related information needed from an employee’s healthcare provider in a confidential and appropriate manner.

If an employee wishes to request an accommodation of their disability, the employee should visit https://www.disclo.com/landing/<employer id> to begin.

While Acme Company cannot guarantee that any particular accommodation will be granted, upon receipt of an accommodation request, a designated representative of Disclo will engage in an interactive process with the requesting individual to discuss and identify the precise limitations resulting from the disability and the potential accommodation that Acme Company might make to help overcome those limitations. Per the Company’s policies on Telecommuting and Remote Work, in proper circumstances, remote work may be considered as a reasonable accommodation for an employee with a disability; however, in-person attendance may be an essential job function for certain positions. Employees who request accommodations are expected to cooperate in this interactive process along with Disclo, including providing requested information regarding his or her disability or impairment in a timely manner and/or requesting his or her health care provider to provide such information.  All information will be retained in confidence by Disclo and Acme Company to the extent any such information needs to be shared with Acme Company. Retaliation against Employees who present requests for accommodation under this policy is strictly prohibited.

Acme Company, with the assistance of Disclo, will determine the feasibility of the requested accommodation and whether such accommodation(s) may constitute an undue hardship on the Company, considering various factors, including, but not limited to, the nature and cost of the accommodation, the availability of tax credits and deductions, outside funding,Acme Company’s overall financial resources and organization, and the accommodation’s impact on the operation of Acme Company, including its impact on the ability of other Employees to perform their duties and on Acme Company’s ability to conduct business. All Employees, regardless of disability status, are expected to perform the essential functions of their jobs.