Americans with Disabilities Act (ADA) Policy

City of Haverhill

American with Disabilities Act Policy

The City of Haverhill fully supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination on the basis of disability. No City job applicant or employee shall receive less favorable treatment because of a disability.

The City will provide reasonable accommodation(s) to an employee or job applicant with a disability, unless doing so would cause an undue hardship for the City. Such accommodation(s) may include a change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the essential functions of his/her position, or otherwise enjoy the benefits and privileges of employment.

An employee or applicant with a disability may request a reasonable accommodation, verbally or in writing, at any time during the application process, or during his/her term of employment. A reasonable accommodation should be requested when the employee knows that there is a workplace barrier that is preventing him/her, due to a disability, from effectively competing for a position, performing the essential functions of his/her position, or otherwise gaining equal access to a benefit of employment.

Upon receipt of such requests, the City’s Human Resources Department and the employee with a disability will engage in an interactive process to determine whether the City can provide the employee with a reasonable accommodation(s) that would allow him/her to compete for a position, perform the essential functions of his/her position, or otherwise have access to a benefit of employment. The interactive process may include providing the City with medical information, certification from a healthcare provider, or, if necessary, a medical examination.

If you believe you have been discriminated against on the basis of your disability, please refer to the complaint procedure set forth in the City’s Anti-discrimination and Anti-harassment Policy.

City of Haverhill

Americans with Disabilities Act Public Notice

The City of Haverhill does not discriminate on the basis of disability in admission to, access to, or operation of its programs, services or activities. The City does not discriminate on the basis of disability in its hiring or employment practices.

Equal Access to Public Meetings

All City-sponsored public meetings and hearings must be held in locations that are accessible to
people with disabilities, including people who use wheelchairs.

Effective Communication

People with disabilities who need either: (1) auxiliary aids and services for effective communication; (2) written materials in alternative formats; or (3) reasonable modifications in policies and procedures, in order to access programs and activities of the City of Haverhill, are invited to make their needs known to program staff or to the ADA Coordinator.

Questions, complaints, or requests for additional information may be sent to:

Christine Lindberg, ADA Coordinator
Mayor’s Office
4 Summer Street
Haverhill, MA 01830
978-420-3613
clindberg@haverhillma.gov

Keep this notice posted in a prominent public place. This notice is provided as required by Title II of the Americans with Disabilities Act (ADA) and by Section 504 of the Rehabilitation Act of 1973. This notice is available in alternative formats from the ADA Coordinator.

City of Haverhill

Grievance Procedure under the Americans with Disabilities Act

This Grievance Procedure is established to meet the requirements of the Americans with Disabilities Act of 1990 (ADA). It may be used by anyone who wishes to file a complaint alleging discrimination on the basis of a disability in the provision of public accommodation services, activities, programs, or benefits by and within the City of Haverhill.

The complaint should be in writing and contain information about the alleged discrimination such as name, address, phone number of complainant and location, date, and description of the problem. Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint will be made available for people with disabilities upon request.

The complaint should be submitted by the complainant and/or his/her designee as soon as possible but no later than 60 calendar days after the alleged violation to:

Christine Lindberg, ADA Coordinator
Mayor’s Office
4 Summer Street
Haverhill, MA 01830
978-420-3613
clindberg@haverhillma.gov

Within 15 calendar days after receipt of the complaint, the ADA Coordinator will meet with the complainant to discuss the complaint and possible resolutions. Within 15 calendar days after the meeting, the ADA Coordinator will respond in writing, and when appropriate, in a format accessible to the complainant, such as large print, Braille, or audiotape. The response will explain the position of the City of Salem and offer options for substantive resolution of the complaint.

If the response by ADA Coordinator or his/her designee does not satisfactorily resolve the issue, the complainant and/or his/her designee may appeal the decision within 15 calendar days after receipt of the response to the Mayor or his/her designee.

Within 15 calendar days after receipt of the appeal, the Mayor or his/er designee will meet with the complainant to discuss the complaint and possible resolutions. Within 15 calendar days after the meeting, the Mayor or his/er designee will respond in writing, and, where appropriate, in a format accessible to the complainant, with a final resolution of the complaint.

All written complaints received by the ADA Coordinator, appeals to the Mayor or his/her designee, and responses from the ADA Coordinator and Mayor or his/her designee will be kept by the City of Haverhill for at least four years.