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D. Accommo=at~ons to Physical and Mental" ;' ' of <br /> i. lm,~ailons £mployee£ <br /> <br />The City of Ramsay shall make a reasonable accommodalion to the physica! anti mental <br />limitations of an employee or applicant unless such an accommodation would impose an undue <br />hardship on the conduc~ of the Cib'. <br /> <br /> " .... E Compensation <br /> <br /> -:'"-" In offering employment or promotions to disabled individuals, the City of Ramsay shall not <br />':_~.~2~%-~.~.--.~: reduce the amount of compensation offered because of any disability income, pension, or <br />:,~~._'..,,._~ other benefit the applicant or employee receives from another source ...... : .... - .... <br /> <br />~:?',:;¢¢:;:.%,~.,-- F. Outreach, Positive Recruitment, and Extema! Dissemination. of Polic~ <br /> <br />The City of Ramsay shall review employment practices to determine whether the personnel <br />programs provide the required affirmative action for employment and advancement of <br />qualified disabled individuals. Based upon the findings of such reviews, the City of Ramsey <br />shall undertake appropriale outreach and positive recruitment activities, such as 1hose <br />lisled below. <br /> <br />Develop inlernal communication of obli.sation 1o engage in affirmative action efforts lo <br />employ qualified disabled individuals in such a manner as to foster understanding, <br />acceptance, and support among management, supervisory, and all other employees and to <br />encoura~oe such persons to take the necessary action to aid the Oily of Ramsey in meeting <br />this obligation. <br /> <br />Develop reasonable internal procedures to ensure that the obligation 'to en~age in <br />affirmative action to employ and promote qualified disabled individuals is being fully <br />implemenled. <br /> <br />Periodically inform all employees and prospective employees of the commitment to engage <br />in affirmative action to increase employment opportunities for qualified disabled <br />individuals. <br /> <br />Enlist the assistance and support of recruiting sources including state employment <br />security agencies, state vocational rehabilitation agencies or facilities,' sheltered <br />workshops, college placement officers, state education agencies, labor organi2ations and <br />organizations of or for disabled individuals to provide meaningful employment <br />opportunities to qualified disabled individuals. <br /> <br />5. Establish meaningful contacts with appropriate social service agencies, organizations of <br /> and for disabled individuals, vocational rehabilitation agencies or facilities, for such <br /> purposes as advice, technical assistance, and referral to potential employees. <br /> <br />6. Review employment records to determine the availability of promotabie and transferable <br /> qualified, known, disabled individuals presently employed, and to determine whether their <br /> present and potential skills are being fully utilized or developed. <br /> <br />25 <br /> <br /> <br />