Fayette Disabilities Policy (ADA of 1991) ordinance (§ 125.150)

A. The City of Fayette subscribes to and adheres to the Americans with Disabilities Act of 1991 that became effective on January 26, 1992. The purpose of the Act is to ensure that qualified people with disabilities are not discriminated against solely on the basis of disability. Screening tests will never be used for that purpose in the City of Fayette. Job descriptions will be maintained to set forth the nature of the work expected of City employees. Employees and applicants shall not be discriminated against on the basis of a disability and reasonable accommodations shall be made for those with a disability or who represent, otherwise, the qualified candidate for a job. The Board of Aldermen of the City of Fayette advises all departments of City Government that neither may the City as a whole nor may any specific department of City Government discriminate against a qualified individual with a disability because of the disability in regard to job application, procedures, hiring advancement or discharge. All job criteria must be clearly job-related. Pre-employment inquiries concerning disabilities will not be made on the basis of a disability but will be made only on the basis of an applicant's ability to perform clearly job-related and job-essential functions. Any medical examinations will be made or required only after an offer of employment has been made and prior to the commencement of the employment duties and then such information will be kept separate, protected and confidential.

B. Any government official inquiring about the City's compliance with the ADA will be provided that information and any other relevant information related to the ADA as requested so long as that is in keeping with the Act's own requirements on confidentiality.

C. The City of Fayette will keep its job descriptions on file and those will be considered evidence of the essential functions of the job for which an applicant may be making an application. Non-discriminatory application procedures, standards, and selection criteria will be adhered to and a job application form referencing the ADA will be utilized. Employee must fill out a request for accommodation form, which will be made available in alternative formats as required if the employee is requesting a reasonable accommodation under the ADA.

D. Accessibility. The City will comply with building accessibility whenever major construction or building modification is planned and financed but, short of that, will take steps to make access possible when "readily achievable" as provided by law.