Passariello’s has developed this policy in compliance with the Americans with Disabilities Act of 1990. We prohibit discrimination against any qualified individual with a disability in regard to job application procedures, hiring and termination of employees, compensation, advancement, job training, and other terms, conditions, and privileges of employment. We make all employment decisions without regard to an individual’s disability, relationship with a disabled person or need for reasonable accommodation for a disability. We will make available a reasonable accommodation to a known physical or mental disability throughout a disabled Employee’s period of employment (unless the accommodation imposes an undue hardship on Passariello’s).

A “disability” is a physical or mental impairment that substantially limits one or more major life activities (such as caring for oneself, walking, breathing, speaking, hearing, or learning) or a record of having such impairment (such as history of mental illness or cancer).

A “qualified individual with a disability” is a person with a disability who, with or without reasonable accommodations to his or her disability, can perform the essential functions of his or her position.

Passariello’s encourages any Employee who believes that he or she requires an accommodation due to a disability to request the accommodation through his or her Manager. In general, it is the Employee’s responsibility to request an accommodation for his or her disability.

Accommodations suitable for individual employees will be determined on a case-by-case basis by Passariello’s in consultation with the Employee. All information concerning disabilities will be kept confidential and will be disclosed only on a need-to-know basis. When appropriate, we may need to acquire additional information from your physician or other medical rehabilitation professional. All such medical information pertaining to an employee will be maintained in a separate file marked “confidential.”