ADA Title II
CASTA is committed to complying with all Federal Americans with Disabilities (ADA) regulations as well as the State of Colorado accessibility requirements. In 1990, the Americans with Disabilities Act (ADA) was passed by Congress and signed into law. This civil rights legislation entitles, among other requirements, persons with disabilities equal opportunity to participate in society. As such, public agencies, like CASTA, will provide the necessary ADA-compliant equipment and accommodations. CASTA will make reasonable accommodation for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship to the Association or a direct threat. Employees needing such accommodation are instructed to contact their supervisor or Human Resources immediately.
CASTA is committed to ensuring that no individual is excluded from participation in, denied the benefits of its programs, activities or services, or subject to discrimination on the basis of race, color or national origin as per the Title VI of the Civil Rights Act of 1964, as amended.
Toward this end, CASTA’s departments and employees are responsible for carrying out the commitment to non-discrimination including the requirements of Title VI. This includes the following:
– To ensure that the level and quality of transportation services are provided to all;
– To promote full and fair participation in transportation decision making;
– To ensure meaningful access to CASTA’s programs and activities by persons with limited English proficiency;
– To identify and address, as appropriate, the human health, social, economic and environmental effects of CASTA’s programs and activities on all populations.
Reasonable Modification Policy
If you would like to request a reasonable modification to CASTA’s policies, practices and/or procedures to assist in ensuring that our programs are accessible to individuals with disabilities, please send a request describing what is needed to use the service to firstname.lastname@example.org or call 303.839.5197. CASTA staff will use the following criteria to determine if a request is reasonable: 1) the request is not a fundamental alteration of the service; 2) the request is not a direct threat to the health or safety of others; 3) the request is not needed by the requester to use the service; and 4) the request does not result in undue financial or administrative burden.
Equal Employment Opportunities/Harassment Policy
The Association is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age, race, sex, color, religion, national origin, disability, genetic information, or any other applicable status protected by state or local law.
The Association strives to maintain a work environment free of unlawful harassment. In doing so, the Association prohibits unlawful harassment because of age, race, sex, color, religion, national origin, disability, genetic information, or any other applicable status protected by state or local law.
Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Actions based on an individual’s age, race, sex, color, religion, national origin, disability, genetic information, or any other applicable status protected by state or local law will not be tolerated. Prohibited behavior may include but is not limited to the following:
- Written form such as cartoons, e-mail, posters, drawings, or photographs.
- Verbal conduct such as epithets, derogatory comments, slurs, or jokes.
- Physical conduct such as assault, or blocking an individual’s movements.
This policy applies to all employees including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.
Because sexual harassment raises issues that are to some extent unique in comparison to other harassment, the Association believes it warrants separate emphasis.
The Association strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:
- Submission to such conduct is made explicitly or implicitly a term or condition of employment.
- Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment.
- Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:
- Written form, such as cartoons, posters, calendars, notes, letters, e-mail.
- Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping, or questions about another’s sex life, or repeated unwanted requests for dates.
- Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.
If you believe there has been a violation of the ADA, Title VI, EEO or harassment based on the protected classes outlined above, including sexual harassment, please use the following complaint procedure:
- CASTA expects employees to make a timely complaint to enable the Association to investigate and correct any behavior that may be in violation of this policy.
Report the incident to the Executive Director who will investigate the matter and take corrective action. Your complaint will be kept as confidential as practicable. If you prefer not to go to either of these individuals with your complaint, you should report the incident to the CASTA Board President or InTouch Third-party Reporting Service. Click here for more information about our Third-party Reporting partnership with InTouch.
The Association prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please follow the complaint procedure outlined above. The situation will be investigated.
If the Association determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment.
Click here for more information about our Third-party Reporting partnership with InTouch.
- Email: http://www.intouchwebsite.com/CASTA
- Phone: 1-877-767-7781
REPORTING DIRECTLY TO CASTA:
- Mail: 110 16th Street Suite 604, Denver, CO 80202
- Email: email@example.com
- Phone: 303.839.5197