Page 53

North Carolina

53

* Ensure equal access to employment programs for qualified individuals with disabilities through the provision of appropriate services; * Adopt methods of administration, which do not discriminate against and ensures equal access and opportunity to qualified individuals with disabilities; and * Modify policies, practices, and procedures to provide equal access which allows qualified individuals with disabilities to participate in and benefit from employment programs; unless doing so would fundamentally change the program or cause an undue hardship.

Qualified individuals with disabilities must be provided reasonable accommodations so, they have an opportunity to participate in and benefit from services and programs that are as effective and meaningful as those available to individuals without disabilities. A reasonable accommodation is any reasonable change in the way the Work First program administers the program, or the way it requires individuals or families to participate. Exempting the Work First participant for “good cause” when they are unable to meet work requirements because they have a disability or are caring for a family member with a disability, is not an alternative to evaluating the need for accommodations. To ensure that individuals with disabilities have equal access to employment programs, the Work First staff must screen and assess all applicants and participants to determine the participant’s specific abilities and limitations. Screenings and assessments will occur periodically to address potential program participation barriers. Individuals may be referred to the Division of Vocational Rehabilitation for determination of their eligibility for such services, or to other qualified professionals for a comprehensive assessment.

Any applicant or recipient who meets the ADA’s definition of disabled, and those individuals caring for family members who are disabled, should be provided reasonable accommodations, if needed. Reasonable accommodations may include but are not limited to:

* Part-time work activities; * Reasonable accommodations for work activities; * Job restructuring, including part-time or modified work schedules, modification of equipment and examinations, provision of qualified readers, interpreters, or job coaches; * Additional assistance or increased supervision in work activities; * Assistance with application for benefits, including a notification process for those with learning disabilities; and * Specialized child care for a child with a disability.

Accommodations will be considered when scheduling appointments and requesting that the individual obtain and provide documents for verification purposes.

An individual, who has requested an accommodation and believes they have not been adequately accommodated, must notify the Work First case manager verbally or in writing. Within 7 workdays of the receipt of notification, the county should have a meeting to include the individual and/or his/her representative and appropriate staff. The county has 14 workdays from the date of the meeting to respond to the request. The county must notify the individual of the decision in writing within the 14 workdays from date of the meeting.