JOB AID: Evaluating Requests for Reasonable Accommodation: Difference between revisions
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Under Title II of the Americans with Disabilities Act, a "reasonable accommodation" '''''requires public entities and public accommodations to make reasonable modifications to policies, practices, or procedures to avoid discrimination.''''' PBEM staff should treat this standard as a ''minimum'' effort, however, and strive to provide accommodations both expediently and at all opportunities possible. Evaluating a request for accommodation should be considered a top priority. | Under Title II of the Americans with Disabilities Act, a "reasonable accommodation" '''''requires public entities and public accommodations to make reasonable modifications to policies, practices, or procedures to avoid discrimination.''''' PBEM staff should treat this standard as a ''minimum'' effort, however, and strive to provide accommodations both expediently and at all opportunities possible. Evaluating a request for accommodation should be considered a top priority. | ||
The following guidance is | The following guidance is cribbed from a guide for 311 operators distributed on September 10, 2023. The original document is linked [https://www.portland.gov/officeofequity/documents/granting-ada-accommodations/download HERE]. | ||
== Notes == | |||
Revision as of 11:36, 25 September 2023
This article concerns how PBEM staff should consider and evaluate Americans with Disabilities Act (ADA) Title II requests for reasonable accommodation to any PBEM policy, practice, procedure. If a PBEM employee receives an ADA complaint (as opposed to a request for accommodation), the complainant should contact 311.[1]
Background
Under Title II of the Americans with Disabilities Act, a "reasonable accommodation" requires public entities and public accommodations to make reasonable modifications to policies, practices, or procedures to avoid discrimination. PBEM staff should treat this standard as a minimum effort, however, and strive to provide accommodations both expediently and at all opportunities possible. Evaluating a request for accommodation should be considered a top priority.
The following guidance is cribbed from a guide for 311 operators distributed on September 10, 2023. The original document is linked HERE.
Notes
- ↑ From direction provided in citywide staff email. Selby, Jeff (Director of Portland Office of Equity and Human Rights). "Quarterly ADA Title II and Disability Equity Newsletter", 2023.09.10.