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Tresco, Inc. complies with Title I of the Americans with Disabilities Act of 1992. In accordance Tresco, Inc. will not discriminate against a qualified individual with a disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions and privileges of employment.
Employees with disabilities will be provided equal opportunities to participate in training. Tresco, Inc. will provide accommodations for training such as:
If training is conducted offsite or if an outside contractor is used Tresco, Inc. will assure accessibility and that accommodations are provided.
The employee is responsible for requesting an ADA workplace accommodation by:
Following the receipt of all the necessary documentation regarding the request for accommodation, Human Resources will meet with the employee. After this meeting Human Resources will notify the President/CEO and Program Manager. During the meeting with the employee Human Resources will:
It is the responsibility of the employee to provide the requested medical documentation regarding the request for accommodation to Human Resources. The documentation requested for purposes of verification and analysis may vary depending on the nature and extent of the disability and the accommodation requested. Once all documentation has been received, Human Resources will evaluate the requested accommodation using legal guidelines and Tresco, Inc. policies. In some cases, it may be necessary to discuss the nature of the disability with the employee’s licensed medical practitioner to effectively address the request for accommodation. If necessary, Tresco, Inc. may request a second professional opinion for purposes related to the request for accommodation.
NOTE: In the event that a second professional opinion is deemed necessary to service effectively the request for accommodation, including issues concerning the nature or impact of a request for accommodation, Tresco, Inc. will bear the cost of obtaining the second opinion.
The request for an ADA accommodation will be evaluated once all documentation has been submitted by the employee.
As part of the accommodation analysis and determination process and as required by ADA, Tresco, Inc. will consider:
Reasonable accommodations are determined on a case-by-case basis. Human Resources follow an individualized assessment of each request for accommodation. Human Resources may consult with legal counsel in regard to work related request for accommodations. Factors considered in the individualized assessments of requests for accommodation include but are not limited to:
If the request for accommodation is deemed appropriate and reasonable, then Tresco, Inc. bears the responsibility for funding the accommodation. In certain instances, partial or full funding may be obtained through federal, state or other agency offices. Tresco, Inc. may assist as a resource in regard to finding and obtaining assisted funding.
Human Resources will make all reasonable efforts to provide written notification of its determination to the employee, within fifteen (15) business days from submission of the completed form and related documentation. Written notifications indicating that an accommodation will be provided shall also include the expected implementation date for this accommodation. Human Resources will also notify the Program Manager at the same time or before this written notification has been sent.
For more information, please visit http://www.ada.gov.