Testimony on Library of Congress Security Proposals and Policies: Hearing Before the Joint Committee on the Library, Congress of the United States, One Hundred Third Congress, First Session, Tuesday, June 15, 1993

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U.S. Government Printing Office, 1994 - 91 páginas
 

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Página 72 - ... using qualification standards, employment tests or other selection criteria that screen out or tend to screen out an individual with a disability...
Página 61 - Whoever embezzles, steals, purloins, or knowingly converts to his use or the use of another, or without authority, sells, conveys or disposes of any record, voucher, money, or thing of value of the United States or of any department or agency thereof, or any property...
Página 72 - ... supervisors and managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations...
Página 72 - ... test is administered to a job applicant or employee who has a disability that impairs sensory, manual, or speaking skills...
Página 61 - If the value of such property exceeds the sum of $50, by a fine of not more than $10,000 or imprisonment for not more than ten years, or both ; if the...
Página 72 - A covered entity shall not require a medical examination and shall not make inquiries of an employee as to whether such employee is an individual with a disability or as to the nature or severity of the disability, unless such examination or inquiry is shown to be job-related and consistent with business necessity.
Página 72 - ... excluding or otherwise denying equal jobs or benefits to a qualified individual because of the known disability of an individual with whom the qualified individual is known to have a relationship or association...
Página 61 - For the purposes of this chapter, the term "scheme or artifice to defraud" includes a scheme or artifice to deprive another of the intangible right of honest services.
Página 73 - Except as provided in paragraph (3), a covered entity shall not conduct a medical examination or make inquiries of a job applicant as to whether such applicant is an individual with a disability or as to the nature or severity of such disability.
Página 72 - ... not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship...

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