CODI: Cornucopia of Disability Information

AFFIRMATIVE ACTION FOR WORKERS WITH DISABILITIES

				 APPENDICES

	      AFFIRMATIVE ACTION FOR WORKERS WITH DISABILITIES

      (a) The contractor will not discriminate against any employee or
applicant for employment because of physical or mental disability in regard
to any position for which the employee or applicant for employment is
qualified.  The contractor agrees to take affirmative action to employ,
advance in employment and otherwise treat qualified individuals with
disabilities without discrimination based upon their physical or mental
disability in all employment practices including the following: employment,
upgrading, demotion or transfer, recruitment, advertising, layoff or
termination, rates of pay or other forms of compensation, and selection for
training, including apprenticeship.

      (b) The contractor agrees to comply with the rules, regulations, and
relevant orders of the Secretary of Labor issued pursuant to the Federal
Rehabilitation Act of 1973, as amended ("Act").

      (c) In the event of the contractor's noncompliance with the
requirements of this clause, actions for noncompliance may be taken in
accordance with the rules, regulations, and relevant orders of the
Secretary of Labor issued pursuant to the Act.

      (d) The contractor agrees to post in conspicuous places, available to
employees and applicants for employment, notices in a form to be
prescribed by the Director of the Office of Federal Contract Compliance
Programs ("Director"), provided by or through the contracting officer.
Such notices shall state the contractor's obligation under the law to take
affirmative action to employ and advance in employment qualified employees
with disabilities and applicants for employment, as well as the rights of
applicants and employees.

      (e) The contractor will notify each labor union or representative of
workers with which it has a collective bargaining agreement or other
contract understanding, that the contractor is bound by the terms of Section
503 of the Act, and is committed to take affirmative action to employ and
advance in employment individuals with physical and mental disabilities.

      (f) The contractor will include the provisions of this clause in every
subcontract or purchase order of $2,500 or more unless exempted by rules,
regulations, or orders of the Secretary issued pursuant to Section 503 of
the Act, so that such provisions will be binding upon each subcontractor or
vendor.  The contractor will take such action with respect to any
subcontract or purchase order as the Director may direct to enforce such
provisions, including action for noncompliance.

				Section 504
			 Rehabilitation Act of 1973

			    SELF EVALUATION FORM


Agency


Address



Telephone Number

Name(s) of Evaluator


Title(s)


Names, addresses and telephone numbers of persons with disabilities, or
advocacy groups on behalf of people with disabilities consulted.
      
 


A.  Nature of Program: Give location and a brief, accurate description of
programs, activities and/or services being evaluated.  (All programs and
activities conducted by your agency, and by each agency to which you provide
Federal financial assistance should be evaluated).




B.  Recruitment and Advertising: Describe methods used to recruit
participants, beneficiaries, applicants and/or employees; and/or to
advertise the availability of programs, activities, services or job
openings.  Describe efforts made to ensure such communications are effective
for individuals with visual, hearing and/or mobility impairments.




C.  Information and Policies: Describe ways in which participants,
beneficiaries, applicants and/or employees are notified that your agency
does not unlawfully discriminate on the basis of disability.


D.  Employment Criteria: Describe steps taken to ensure that employment
decisions for and by your agency, including recruitment, interviewing,
testing, medical criteria, selection, promotion, compensation, etc. are
job-related and do not screen out or tend to screen out individuals with
disabilities.  Include in this description all procedures by which
applicants and employees may request reasonable accommodations.




  Attach a copy of the grievance procedure available to employees who
believe they have been discriminated against on the basis of disability.
(If available, also include grievance procedures of other agencies to which
you extend Federal financial assistance).



E.  Program or Activity Participation: Describe steps taken to ensure that
criteria for program participation and/or receipt of benefits do not
unlawfully screen out qualified individuals with disabilities.




F. Accessibility:  Describe all environmental and/or 
structural barriers which may limit accessibility to 
individuals with disabilities.  Describe steps to be 
taken to eliminate such barriers (including timeliness).  
Where structural changes are necessary to achieve program 
accessibility, prepare a Transition Plan.








_____________________________             _______________
Signature(s) of Evaluators                Date(s)
(type or print name(s) below)




                                          
			      TRANSITION PLAN

      A recipient should designate an individual to be responsible for
developing its transition plan.  This person should consult with individuals
with disabilities and advocacy groups on behalf of people with disabili-
ties, and should develop a plan for each facility needing structural
changes.


Agency


Address


Telephone Number

Name of person completing this form

Title

Names of persons and advocacy groups consulted

A. Describe individual features of the facility (e.g., 
entrance, access to above-ground floors, rest rooms) 
which must be renovated to achieve program accessibility.



B. Compare present state of the features to the altered 
state which would meet the required standards.

    
C.  Outline interim measures to be taken to improve 
accessibility (e.g. movable ramps, relocation of pro-
grams, alternate sites, etc.)


D.  Outline the steps to be taken to make the structural 
changes in facilities listed above, including intermedi-
ary and final dates. 




Signature of evaluators:


_____________________________             _______________
(Type or print name(s) below)             Date completed


     The following memorandum should be issued each time a new Equal
Employment Opportunity Officer is appointed.  The Mayor's Office for People
with Disabilities should be notified of the name, address and telephone
number of the current Equal Employment Opportunity Officer and of each
successor in each agency.



				 MEMORANDUM


To:   All Agency Employees

From:

Date:


Re:   Equal Employment Opportunity Officer/Disability 
       Rights Coordinator

________________________________________________________

      To ensure compliance with Sec. 504 or the Rehabilitation Act of
1973, as well as with other Federal, State and City laws relating to people
with disabilities, this Agency has appointed its Equal Employment
Opportunity Officer to be its Disability Rights Coordinator.  The
appointment is part of the City's commitment to nondiscrimination against
individuals with disabilities.

      I have appointed (NAME)                (TITLE) as Disability Rights 
Coordinator and have directed (NAME)            to meet with management 
and/or other personnel to further explain steps necessary for compliance 
with applicable laws and regulations. (NAME)              can be contacted 
at (ROOM LOCATION, ADDRESS, TELEPHONE NUMBER)                 .





cc:  Mayor's Office for People with Disabilities 





			    THE CITY OF NEW YORK
			    OFFICE OF THE MAYOR
		MAYOR'S OFFICE FOR PEOPLE WITH DISABILITIES

                                                    


DAVID N. DINKINS                          			ANNE M. EMERMAN
Mayor                                     			Director


Prepared by
Mark H. Leeds, Counsel
Janet Eriv, Assistant Counsel