AMERICANS WITH DISABILITES ACT (ADA)

It is the policy of the City of Prattville to comply with the Americans with Disabilities Act (ADA). The City prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and any other terms, conditions, or privileges of employment. The City will provide reasonable accommodations to qualified individuals with disabilities who are employees or applicants for employment unless doing so would result in an undue hardship on the City.

Definitions:

A qualified individual with a disability is defined as an individual who possesses the required experience, education, training, and/or other requirements for the employment position that such individual holds or desires; and who, with or without reasonable accommodation, can perform the essential functions of the employment position.

Reasonable Accommodation is defined as modifications or adjustments made for the known disability of an employee or applicant by structuring the job or work environment in a manner that will enable the person with a disability to perform the essential functions of a job.

Reasonable accommodations may include, but are not limited to, modifying written or oral examinations; making facilities accessible; adjusting work schedules; restructuring jobs; or providing assistive devices and/or services.

Essential Functions of the job are the basic duties that an employee must be able to perform, with or without reasonable accommodation. 

Undue Hardship is defined as an action requiring significant difficulty or expense when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, and structure of the City Department’s operation. Employees who have a complaint based upon a violation of this policy should utilize the City’s Complaint Process. (Chapter 3)

Responsibilities:

Human Resources Responsibilities

1. The Human Resources Director has overall responsibility for assuring that the City of Prattville is compliant with the ADA, and will ensure that there is reasonable access for individuals with disabilities to City facilities and employment programs.
2. The Human Resources Director is responsible for posting notices in an accessible format to applicants, employees, and citizens; providing information on the ADA to Employees, Supervisors, and Department Heads; monitoring reasonable accommodation efforts, and investigating complaints concerning ADA violations.
3. The Human Resources Director is also responsible for ensuring that job descriptions document the essential functions of the job and any mental/physical requirements.

Department Head Responsibilities

1. Department Heads are responsible for providing a work environment where disabled employees and applicants are treated fairly and consistently in accordance with applicable rules and regulations.
2. Department Heads are responsible for monitoring ADA compliance and providing reasonable accommodations for employees in their respective departments, in coordination with the Human Resources Director.

Supervisor Responsibilities

1. Supervisors are responsible for assisting in the identification of essential functions for each position under their supervision.
2. Supervisors must monitor the work environment for compliance with the ADA and keep the Department Head and the Human Resources Director apprised of any issues that arise. 
3. Supervisors are also responsible for monitoring the workplace and taking appropriate action for conduct that is prohibited under the ADA. 

Employee Responsibilities

1. Each employee of the City of Prattville is responsible for providing quality service to all citizens and being sensitive to the needs of disabled members of the public and the needs of other employees of the City.
2.  Each employee or applicant is responsible for self-identifying and informing the City that an accommodation is needed and providing medical documentation, as required.

Reasonable Accommodation Process:

1. In reviewing requests for accommodation, the Human Resources Director will:

• Communicate with the applicant or employee requesting the accommodation to identify and discuss the precise limitations resulting from the disability, and potential accommodations that could overcome those limitations.
• Communicate with the Supervisor/Department Head to evaluate the potential accommodation(s) and cost.

2. In evaluating reasonable accommodation requests the Human Resources Director may do any of the following:

• Request a written statement from the requesting individual’s physician to verify the disability and legitimate need for accommodation.
• Require the individual to be examined by a medical expert selected by the City to help identify effective accommodations.
• If appropriate, require the individual to be evaluated by a psychologist, psychiatrist, rehabilitation counselor, occupational or physical therapist, or any other professional with knowledge of the person’s disability or limitation.
• Require authorization from the individual to access his/her medical records.

3. The Human Resources Director will review findings with the Mayor and may consult legal counsel to determine the feasibility of the requested accommodation.

4. After a decision is made on how a reasonable accommodation will be implemented, the Department Head or Human Resources Director will inform the applicant or the employee of the City’s decision. The City will make every effort to allow an employee to return to work in a Temporary Transitional Duty Assignment when circumstances allow.