See Section 4 for some examples. See Section 5 for resources. All notices and announcements for the event or meeting must include a description of the accessible physical features and other programmatic accommodations provided on site.
It is citywide policy that all sites used to host public meetings must be ADA compliant. All notices and announcements for the event or meeting must include a contact person to request disability accommodations such as ASL interpreters, Real-Time captioning, materials in alternate formats, etc. If maps about the event are provided, they should include the location of accessible features, such as accessible restrooms, accessible parking, accessible seating, etc.
If applicable, the notice shall include directions to the site via accessible public transit routes. Notices that are posted on your website or distributed via e-mail that contain graphics, photos, maps etc. It is served by an accessible route that may include parking, a sidewalk, walkway, or ramp. The building entrance itself must be at grade level or served by a ramp or elevator. Whenever possible, the accessible building entrance should be the main entrance used by everybody.
When this is not possible due to building age, then the path of travel to the accessible entrance should be clearly identified with directional signage.
Once inside the building, there should be an accessible path that leads to the meeting rooms and the restrooms. Transportation, Parking, and Arrival Points The meeting or event is located close to accessible public transportation. There is an accessible loading zone white zone with curb ramp.
An accessible route is provided from the public transportation stop to the building or facility entrance. The parking space and access aisle shall be level. If the event itself includes transportation, wheelchair accessible vehicles must be available and advertised as available to the public.
Accessible Route to the Building or Site An accessible route must exist from the street to the event and all event activities. An accessible route is defined as an unobstructed path that is firm, stable, and slip resistant, that connects all accessible features. It may include walks and sidewalks, and ramps and elevators. It shall be at least 36 — 48 inches wide.
Grass is also not part of an accessible route. The deadline for San Francisco business tenants and property owners to submit either a pre-screening or compliance checklist in accordance with the Accessible Business Entrance Program is fast approaching. In response to the Ordinance, the San Francisco Department of Building Inspection DBI issued Information Sheet DA which has full details and steps to compliance; however as only approximately 70 properties in these two categories have responded to date, DBI is spearheading an effort to remind Property Owners and Business Tenants to identify which Category they fall into and follow through within the compliance deadlines.
In this busy development climate, this evaluation should be scheduled several months in advance of the May deadline. If the site is found to not be in full compliance, the improvements cannot be rolled into an already existing tenant improvement permit. DBI is requiring a separate standalone permit. Full compliance with the ordinance requires an evaluation of the sidewalk and curb.
While some exceptions may be granted for historic properties after design evaluation by the Planning Department, the path of travel to the primary entrance will not be exempted. For Business Tenants and Property Owners engaged in lease negotiations, this is especially prescient. This is a bit of a relief for the development community and all those people in new buildings that should all be ADA compliant in any case. What we are seeing is the continued evolution of the difficult situation of trying to balance the needs of the ADA community with the practical realities presented by older buildings.
For all other buildings with public accommodation, the San Francisco Department of Building Inspection requires that the pre-screening form or compliance checklist be completed and submitted by the category deadline.
Tests to detect illegal use of drugs are permitted under the law and are not subject to the above restrictions. Confidentiality Medical-related information shall be confidential, except for those supervisors, safety personnel, compliance officers, or other specified individuals who have a need to know.
How to Request a Reasonable Accommodation In general, it is the responsibility of the individual with a disability to inform the employer that an accommodation is needed. Applicants To request a reasonable accommodation in the application and selection process, contact the personnel analyst or personnel officer at the number or address on the job announcement as soon as you are aware that an accommodation will be needed.
Employees An employee may request a reasonable accommodation by notifying the employee's supervisor, the department's Human Resources officer, Reasonable Accommodation RA coordinator, or department head. Such request may be made verbally or in writing by the employee or the employee's representative.
The employee will be provided with information on the reasonable accommodation process and the necessary forms to be completed by the employee and the employee's doctor or health care provider. When the completed forms are returned, the department's RA coordinator will review the information to determine if the employee is a qualified individual with a disability, and if so, whether an accommodation is appropriate. This process will be completed as quickly as possible.
However, if the information on the forms is incomplete or unclear, the process may be delayed. The employee who is requesting reasonable accommodation should make sure that forms are completed accurately and returned as soon as possible. The department will provide the employee with a written update on the status of the request within fifteen days from the day that the request is acknowledged.
The department RA coordinator will review the recommended action with the department head and with DHR, and will notify the employee of the department's decision on the request. If the request is not approved, the employee will be informed of other options that could be explored.
RA Placements If a qualified disabled employee cannot be accommodated in the employee's current class in the current department or to another class in any department, the department will refer the employee to the Department of Human Resources for consideration of an RA placement to the same class in a different department, or to another class in any department.
0コメント