Disability Accommodation

NCG Medical is committed to complying fully with the Americans with Disabilities Act (ADA). We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We conduct all our employment practices and activities on a non-discriminatory basis.

Our hiring procedures have been reviewed, and they provide meaningful employment opportunities for persons with disabilities. When asked, we will make job applications available in alternative, accessible formats. We will also assist in completing the application. We only make pre-employment inquiries regarding an applicant's ability to perform the duties of the job.

We require post-offer medical examinations only for jobs that have bona fide job-related physical requirements. An assessment will be given to any person who enters the job after being given a conditional job offer. We keep medical records separate from other personnel files and confidential.

A reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. We make our employment decisions based on the merits of the situation under defined criteria, not the disability of the individual.

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. We make all types of leaves of absence available to all employees on an equal basis.

NCG Medical is also committed to not discriminating against any qualified employee or applicant because the person is related to or associated with a person with a disability. NCG Medical will follow any state or local law that gives more protection to a person with a disability than the ADA gives.

NCG Medical is committed to taking all other necessary actions to ensure equal employment opportunity for persons with disabilities by the ADA and any other applicable federal, state, and local laws.

Policy No.  114