Texas Transportation Institute

TTI will abide by the provisions of Title I, Employment of the Americans with Disabilities Act (ADA) and the relevant System policy and regulation. The Institute will not discriminate against any qualified individual with a disability in such matters as job application procedures; hiring, advancement or discharge practices; compensation; job training; or other terms, conditions, and privileges of employment. TTI will use the ADA definitions of an individual with a disability included in System Regulation 33.02.02 in applying this rule.

The Institute will make reasonable accommodations for persons with disabilities as defined in System Regulation 33.02.02 by making existing facilities used by employees readily accessible to and usable by individuals with disabilities; and through job restructuring, part-time or modified work schedules; reassignment to a vacant position, acquisition or modification of equipment or devices; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters; and other similar accommodations for individuals with disabilities.

Employees seeking workplace accommodations should make the initial request to their immediate supervisor. Should the accommodation be refused, the employee should then forward the request to his/her Program Manager, then Division Head, then the appropriate Assistant or Associate Director, sending copies of the request to the TTI Human Resources Officer.

1.2.1 Prohibited discrimination includes:

• limiting, segregating, or classifying a job applicant or employee in a way that adversely affects the opportunities or status of the individual because of his/her disability;
• participating in a contractual or other relationship that subjects a qualified applicant or employee with a disability to the discrimination prohibited by this policy;
• utilizing standards, criteria, or methods of administration that discriminate on the basis of disability or that perpetuate discrimination;
• denying equal jobs or benefits to a qualified individual because of the known disabilities of an individual with whom the qualified individual has a relationship or association; or
• not making requested reasonable accommodations for the documented physical or mental limitations of a qualified individual with a disability who is an applicant or employee, or denying opportunities for employment where reasonable accommodations may be needed and requested.

An accommodation is not required to be made when it would impose an undue hardship on TTI on other TTI staff.

Primary responsibility for ensuring compliance with the ADA rests with the Chief Executive Officer (CEO) of the Institute or his/her designee. The CEO will have final authority to determine whether requested accommodations are reasonable.

The TTI Human Resources Officer will coordinate and oversee compliance with the ADA.

No medical examination may be conducted or required before an offer of employment has been made. A medical examination may be required after an offer of employment has been made and prior to commencement of employment duties, if all persons offered the position are required to have the examination. An offer of employment may be conditioned on the results of such an examination.

Inquiries may not be made of a job applicant as to the individual's disability, or the nature or severity of such disability, except that inquiries may be made into the ability of an employee to perform job-related functions so long as inquiries are made of all individuals who are interviewed.

Applicants extended an offer of employment and employees who request an accommodation are responsible for obtaining a medical statement that contains a diagnosis, prognosis, and the major life function that is substantially limited. This medical statement should include an evaluation as to the effect that the impairment has on the employee's ability to perform the duties associated with the employee's or applicant's position.

All medical information will be treated as confidential and will be kept in a separate file from other personnel records.