11-30-2022 Council Packet - Laserfiche WebLink

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4 PROCESS The study plan, relevant data spreadsheets and draft reports were entered into a shared folder, so study members could easily access information from all five cities. Study members each concentrated on a particular LWV of Roseville Area city and were responsible for gathering data and summarizing information from that municipality. Appendices containing data are in a separate document. While data has been updated regularly, some counts may have changed since printing. PART ONE OF STUDY: COMPLIANCE REQUIREMENTS Title II of the ADA requires State and local governments to make their programs and services accessible to persons with disabilities. Study committee members questioned each city for general compliance with the law by means of a le tter emailed to each of the five cities requesting ADA compliance information. The questions are listed below. 1. Does your city have an official ADA compliance policy? If so, when was it adopted? Will you provide us with a copy? 2. Does your city have an ADA compliance officer? Who is that person? 3. How many employees does your city have? 4. Does your city have an ADA compliance plan? When was it adopted? Will you provide us with a copy? 5. Does your city have an ADA complaint process that is easily understood and accessible to all residents? 6. What obstacles exist to full ADA compliance in your city? It is important to understand ADA compliance requirements. A self-evaluation must occur when city department, board and commission practices are reviewed. Additionally, this includes infrastructure such as city owned buildings, sidewalks, streets, and transit stops. When barriers are identified, cities are required to develop a Transition Plan to fix them, which includes cost, schedule, etc. Under Title II, public entities with less than 50 employees are not required to comply with limited sections of the ADA: maintaining self-evaluations on file for three years, designing a grievance procedure for ADA complaints, designating an ADA coordinator, and writing a transition plan. However, these cities must meet all other law requirements. For cities with more than 50 employees, the law requires cities to designate a responsible employee also known as an ADA coordinator, 28 CFR Part 35. § 35.107 Designation of responsible employee and adoption of grievance procedures. (a) Designation of responsible employee. A public entity that employs 50 or more persons shall designate at least one employee to coordinate its efforts to comply with and carry out its responsibilities under this part, including any investigation of any complaint communicated to it alleging its noncompliance with this part or alleging any actions that would be prohibited by this part. The public entity shall make available to all interested individuals the name, office address, and telephone number of the employee or employees designated pursuant to this paragraph.