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C. Pre-Employment Medical Exams . <br /> The City of Mounds View may require a comprehensive <br /> medical exam prior to employment. The results of such an <br /> examination will not be used to screen out qualified <br /> disabled individuals. Information obtained in response <br /> to such inquires or examination shall be kept <br /> confidential except that (a) supervisors and managers may <br /> be informed regarding restriction on the work or duties <br /> of disabled individuals and regarding accommodations, (b) <br /> first aid and safety personnel may be informed, where and <br /> to the extend appropriate, if the condition might require <br /> emergency treatment, and (c) officials, employees, <br /> representatives, or a.ents of the Minnesota Department of <br /> Human Rights or local human rights agencies investigating <br /> compliance with the act or local human rights ordinances <br /> shall be informed if they request such information. <br /> D. Accommodations to Physical and Mental Limitations of <br /> Employees <br /> The City of Mounds View shall make a reasonable <br /> accommodation to the physical and mental limitations of <br /> an employee or applicant unless such an accommodation <br /> would impose and undue hardship on the conduct of City <br /> business . <br /> E. Compensation <br /> If offering employment or promotions to disabled <br /> individuals, the City of Mounds View shall not reduce the <br /> amount of compensation offered because of any disability <br /> income, pension, or other benefit the applicant of <br /> employee receives from another source. <br /> F. Outreach, Positive Recruitment, and External <br /> Dissemination of Policy <br /> The City of Mounds View shall review employment practices <br /> to determine whether the personnel programs provide the <br /> required affirmative action for employment and <br /> advancement of qualified disabled individuals . Based <br /> upon the findings of such review, the City of Mounds View <br /> shall undertake appropriate outreach and positive <br /> recruitment activities, such as those listed below: <br /> 1. Develop internal communication of the City's <br /> obligation to engage in affirmative action <br /> efforts to employ qualified disabled <br /> individuals in such a manner as to foster <br /> understanding, acceptance, and support among <br /> executive, management, supervisory, and all <br /> 18 <br />