In accordance with the Americans with Disabilities Act (ADA) the Fifth Judicial District Department of Correctional Services provides a mechanism to process requests for reasonable accommodations in order to perform the essential functions of the position to the known physical and/or mental impairments of a qualified individual with a disability, either an applicant or an employee. The accommodation will not be granted if it imposes an undue hardship or direct threat.
The Fifth Judicial District Department of Correctional Services' Employment Application contains a Yes/No question regarding physical disability and mental disability. During each applicant's interview for prospective positions with the District, they will be given the essential functions of the position and then asked if there is any reasonable accommodation that they need in order to perform the essential functions of the position that they have just interviewed for. Reasonable accommodations will be met unless found to be an undue hardship or a direct threat. For these purposes, Reasonable Accommodation will mean any modification or adjustment to a job, an employment practice, or the environment that makes it possible for an individual with a disability to enjoy an equal employment opportunity; Direct Threat will mean a significant harm to health or safety within the Department of Corrections that cannot be eliminated or reduced by reasonable accommodation; and Undue Hardship will mean that an employer cannot legally refuse to accommodate a disabled applicant or an employee without demonstrating that such accommodation would result in a severe burden in terms of difficulty or expense. Any request made for reasonable accommodation expressed by an existing employee to their Supervisor will be presented to the District Director to decide if that accommodation is reasonable or whether it imposes an undue hardship or direct threat. Accommodations will be made for any request that is found by the District Director to be reasonable.