It is the policy of Broward County (County), as established by the Broward County Board of County Commissioners, to provide equal opportunity in, and equal access to, County Government employment for all qualified individuals regardless of race, color, religion, national origin, sex, age, disability, sexual orientation, marital status, political affiliation, pregnancy or gender identity or expression.
The Americans with Disabilities Act of 1990 (ADA), as amended, expands protection to all qualified individuals on the basis of disability and specifically defines a “qualified individual.” It is the policy of the County to make reasonable accommodations available for qualified individuals so that they may participate in the hiring process and/or perform the essential functions of their job.
It is the policy of the County that the processing of ADA accommodation requests will be completed within forty-five (45) days of the receipt of a properly completed ADA Reasonable Accommodation Questionnaire form and Authorization for Release of Health Information form; unless extenuating circumstances exist.
|II. Procedure for Making a Request|
A. Applicant for Employment:
- Inform the Human Resources Division that an accommodation will be necessary.
- All reasonable attempts will be made to provide the requested accommodation; however, providing an alternative accommodation may be necessary, including, but not limited to, offering to reschedule the appointment.
- Initiating a Request for Accommodation
a. Employee notifies a supervisor, Human Resources Officer (HRO) or representative, or a Professional Standards (PSS) representative in the Office of Professional Standards/Human Rights Section (PS/HRS) of difficulties performing a job task(s) as a result of an impairment, and/or the need for some type of change, modification, or tool necessary to perform a task(s) associated with the job. This information constitutes notice that an accommodation may be necessary. The request may be verbal or in writing and need not mention the ADA or use the phrase “reasonable accommodation.” Supervisors and HROs must provide the employee with an ADA Referral Letter that notifies the employee that they may contact PSS in order to seek a possible ADA Reasonable Accommodation and submit an electronic copy of the written referral to PSS.
b. If a Supervisor or HRO independently recognizes a possible need for an accommodation, they must provide the employee with an ADA Referral Letter that notifies the employee that they may contact PSS in order to seek a possible ADA Reasonable Accommodation and submit an electronic copy of the written referral to PSS.
c. An employee who would like to request an accommodation under the protection of the ADA, may contact PS/HRS directly at:
Professional Standards/Human Rights Section
115 South Andrews Avenue, Room 426/427
Fort Lauderdale, FL 33301
954-357-6500; 954-357-7889 Fax; 954-357-7888 TTY
d. If a Supervisor or HRO receives information from a third party regarding the employee’s possible need for an accommodation, they must provide the employee with an ADA Referral Letter that notifies the employee that they may contact PSS in order to seek a possible ADA Reasonable Accommodation and submit an electronic copy of the written referral to PSS.
- Accommodation Request Process
a. Upon contact from the employee, PS/HRS will provide an initial accommodation request packet (Packet) in-person, via U.S. Mail, e-mail, facsimile, or interoffice mail. Upon receipt of an ADA Referral Letter, PS/HRS will contact the employee by telephone or e-mail and if requested, provide Packet in-person, via U.S. Mail, e-mail, facsimile, or interoffice mail. Forms provided in the Packet can also be found online at ADA/HIPPA The forms are:
(1) ADA Reasonable Accommodation Questionnaire form; and
(2) Authorization for Release of Health Information form for each identified healthcare provider.
b. The forms must be completed in full and returned to the PS/HRS address above as soon as possible.
c. Upon receipt of a completed Packet, PSS staff will prepare the file and assign a case file number.
d. PSS will send the employee a ten (10) day letter if clarification or additional information is needed or required for the completion of the Packet. If the employee does not provide the requested information within ten (10) calendar days, PSS staff will administratively close the file.