HomeMy WebLinkAbout28-09 - Res. Amending Res. 46-92 Americans with Disabilities Act CoordinatorsRESOLUTION NO. W
Mason Gounty's Americans with Disabilities Act Goordinators
Amends Resolution 46-92
WHEREAS, the Americans with Disabilities Act was signed into law on July 26, 1990
and;
WHEREAS, Mason County adopted Resolution 46-g2acknowledging compliance with
the law and designating the Personnel Coordinator and Facilities and Ground
Coordinator as ADA contact persons for any internal or external complaints or
grievances.
WHEREAS, the titles of these contact persons have changed.
NOW, THEREFORE, BE lT RESOLVED that the Board of Mason County
Commissioners herby designate the Human Resources Director and Facilities and
Grounds Director as Mason County's ADA Coordinators for any internal or external
complaints or grievances.
BE lT FURTHER RESOLVED that the ADA Coordinators shall post Mason County's
ADA Grievance Procedure (Exhibit A) and Notice of Nondiscrimination (Exhibit B) in all
County buildings. The ADA Coordinators shall also complete a self-evaluation
(Exhibit C) every three years, beginning in 2009.
DATED this ?û day of April 2009.
ATTEST:BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
T Sá*!h-
APPROVED AS TO FORM:
ânnon Goudy,Tim Sheldon, Chair
ADA GRIEVANCE PROCEDURE
Mason County has adopted an internal grievance procedure providing for prompt equitable
resolution of complaints alleging any action prohibited by the U.S. Department of Justice
regulations implementing Title ll of the Americans with Disabilities Act. Title ll states, in part,
that "no otherwise qualified disabled individual shall, solely by reason of such disability, be
excluded from the participation in, be denied the benefits of, or be subjected to discrimination" in
programs or activities sponsored by a public entity.
Complaints should be addressed to:
Mason County ADA Coordinator
411 North 5th Street
Shelton, Washington, 98584
(360) 427-9670
1. A complaint should be filled in writing and contain information about the alleged violation
such as the name, address, phone number of complainant and the location, date and
description of the violation. Alternative means of filing complaints, such as a personal
interview, will be made available for persons with disabilities upon request.
2. A complaint should be filed as soon as possible, but no later than thirty (30) calendar
days after the alleged violation.
3. An investigation, as may be appropriate, shall follow the filing of a complaint within
fifteen (15) calendar days. The investigation shall be conducted by Mason County's
ADA Coordinator. These rules contemplate informal but thorough investigations,
affording all interested persons and their representatives, if any, an opportunity to submit
evidence relevant to a complaint.
4. A written determination as to the validity of the complaint and description of the
resolution, if any, shall be issued by the ADA Coordinator, and copy forwarded to the
complainant no later than fifteen (15) calendar days after the investigation.
5. lf the response of the ADA Coordinator does not satisfactorily resolve the issue, the
complainant may appeal the decision within fifteen (15) calendar days after the receipt of
the response to the Board of County Commissioners. A final decision will be made by
the Board of County Commissioners within thirty (30) calendar days.
6. The ADA Coordinator shall maintain the files and records relating to complaints. Mason
County shall retain these records for at least three years.
7. The right of a person to a prompt and equitable resolution of the complaint filed
hereunder shall not be impaired by the person's pursuit of other remedies such as filing
of an ADA complaint with the responsible federal department or agency. Use of this
grievance procedure is not a prerequisite to the pursuit of other remedies.
8. These rules shall be construed to protect the substantive rights of interested persons to
meet appropriate due process standards, and to assure the Mason County complies with
the ADA and implementing regulations.
EXHIBIT A
Notice of Nondiscrimination
ln accordance with the requirements of the Americans with Disabilities Act of
1990, Mason County will not discriminate against qualified individuals with
disabilities in the admission or access to, or treatment or employment in, it's
services, programs or activities.
The ADA does not require Mason County to take any action that would
fundamentally alter the nature of its programs or services, or impose an undue
financial or administrative burden.
Complaints that a Mason County program, service or activity in not accessible to
persons with disabilities should be directed to:
Mason County ADA Coordinator
411 North 5th Street
Shelton, WA 98584
(360) 427-e670
EXHIBIT B
ATTACHMENT 10J {1}
STATE OF }VASHINGTON
AMERICANS \ilITH DISABILITIES ACT
SELF'.EVALUATION REVIEW FORM
AGENCY:
LOCATION OF'AGENCY:
BRIEF DESCRIPTION OF A
AGENCY ADA COORDINATOR:
Signature:
Signature:
PERSON COMPLETING F'ORM:
ADDRESS:
TELEPIIONE:
ADDRESS:
TELEPHONE:
disabilities, otganizations and their addresses who provided assistance or comments to the self-
a copy of their suggestions to this document.
mX-
@
=c)NOTE: List the name of persons
evaluation process, and
ATTACHMENT rfl.J (2)
I A. GENERALPROCEDURES
The Americans with Disabilities Act 1þe¡ and its implementing regulations require all public entities to evaluate their policies and practices
to identifu those that discriminate agaiþst or prevent participation of persons with disabilities. The ADA also states that apublic entity may not
directþ or through contracts, licenses ôr other arrangements, discriminate against persons with disabilities in providing aid, benefits, services or
employment. An agency that licenses ,fiacilities or enters into contract with other agencies to provide services and other programs must ensure
that those agencies are not violating thb ADA. To ensure compliance, the persons involved in licensing and writing or negotiating contracts
must be made aware of the requirements of the ADA. Those persons mo-nitoring or auditing state-frurded programs have the same obligation to
understand ADA requirements and endure compliance. As a result, CTED is asking all entities contracting with the Department for client
services to complete a selÊevaluation leview form. Discriminatory policies and procedures must be corrected. All interested persons,
including those with disabilities , or organizations representing them, must be given an opportunity to participate in the self-evaluation process
by submitting comments.
I
A method for considering and, if necedsary , actíngon the comments received shall be established. The evaluation shall be kept on file for three
years, and shall list the persons consuþd or heard from, the areas considered, the problems identified, and the modifications or changes made.
l
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QUESTTONS - GJNERAL PROCEDURES YES NO
rx'6.NooD
ACTION/DUE
DATE
41.Are persons with disabilities and/or persons from organizations representing
persons with disabilities consultiþg with the agency during the self-evaluation
process? If "no.tt the aqencv mirst contact persons and organizations to assist
in the evaluation process.
I
Has the agency established methods for ensuring that public comments are
considered and, if necessary, acted upon during the self-evaluation process? !f
"no." the agencv must develop ia procedure to consider and act upon public
comments about the evaluatiod process.
A2.
ATTACHMENT 10.' (3)
: B. NOTTFTCATTON
Providine Notification
i
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In addition to evaluating each aspect lf employment and the program and service provision, every agency is required to notiff the public that it
complies with the eDle in all of its poþgt^, rervices an¿ activities. Each agency has the responsibility for ensuring that this notice is posted
at a ñeight and location that is acc"ssi$ti to persons using mobility devices. The notice must be posted in an area where the public normally
receiveJ services. The notice must alsb be available in aiterrative fonnats such as Braille and large print type. The nondiscrimination notice
also must cont¿in information about nþ u complaint of discrimination can be filed, including the name, telephone number and address of the
person to whom the compliant should þe directed.
I
Applicants for jobs or promotions mu$t be made aware that the agency complies with the ADA's nondiscrimination requirements. All current
und nrt o. staffand reðipients of agenþy services"need to be inforrred of the agency's nondiscrimination policy. One step to ensure that agency
stafffutly understand and apply tnı a!óncy's policy of nondiscrimination would be to provide this infonnation in periodic training and new
employee orientation.
Complaint Process
I
Each public entþ or conhactor provi4;"g services to agency clients shall identifu at least one employee to coordinate its efforts to comply with
tfre ¡be. This coordination must inciude the investiga-tion of complaints filed atleging discrimination or violations of the ADA. The person
must be specifically named with telepþone nrtnber and addr.ss. Inaddition to having a specific individual designated to receive complaints,
each agency must adopt and make p"dtir a grievance procedure that provides a prompto fair resolution of ADA complaints.
:
Each agency must develop a process that identifies where complaints can be directed. Each agency must develop a process and provide
information on how u ro-ptáiot cuo qb made if a person feels that he or she has been discriminated against because of a disability.
Policv Statements and Practices
It is discriminatory to impose policieslor criteria that directþ or indirectþ prevent or limit persons with disabilities from participating in
prog¡¿ms. For exâmple,iequûing a dliver's license as the Jole means of identification for the purpose of paying by a check would be
ãisüiminating against individuaÈwith severe vision impairments who are ineligibte to receive a driver's license. Agencies could use an
altemative means of identification.
ATTACHMENT r()J (4)
QUESTIO S _ NOTIFICATION YES NO
rF..NOr'o
ACTION/DUE
DATE
ProvÍding Notification :
Bl.Through the use of brochures,posters, etc., does the agency notifu
employees and recipients of services of the agency's policy against
discrimination?
Drocess.
t to L
B.2.Does the agency have special prclcedures to assure that this notice of non-
discrimination is accessible to intilividuals with disabilities? If'¡¡no." the aqencv
must take steps to make notice$ accessible to nersons with disabilities.
83.Does the agency's nondiscrimind¡ion notice contain information about how to file
a complaint? If "no." the notice must be revised to contain this information.
I
B,4.Has the agency's policy been communicated to all staffand
85.
service deliverv svstems.
Has the agency taken steps to enfllre that the stafffully understand the agency's
policy of nondiscrimination and gan take all appropriate steps to facilitate the
in agency programs and employment
ATTACHMENT 10-J (5)
rF..Norrt
ACTION/DUE
DATE
L
QrrEsTroN$ - NoTIFICATION
I
who will be responsible for receiving
ß? ff t'no.t' the agency must identifu
86. Has the agency identified the
and processing discrimination
this person.
F7. Has the agency adopted the
inve stigation/resolution
developed.
Policy Statements and Practices:
88. Has the ageîcyreviewed documþnts (agency brochures, publications, booklets,
posters) to see if policy statemedts about nondiscrimination are included? If
Does the agency have policies o{ criteriathathave a direct or indirect effect of
excluding or limiting the partici
programs and activities?
criteria.
ofpeople with disabilities in agency
ATTACHMENT r0.J (6)
C. USE OF'CONTRACTORS
As stated on page 2, at agency may nof directly or through confracts, licenses or other arrangements discriminate against persons with
disabilities in provir{ing aid, benefits, sþrvices or employment. An agency that license facilities or enters,into contracts with other agencies to
provide services and other programs must ensure that those agencies are not violating the ADA. To ensure compliance, the persons involved in
licensing and writing or negotiating coþtracts must be made awaÍe of the requirements of the ADA. Those persons monitoring or auditing
state-funded programs have the same Qbligation to understand ADA requirements and ensure compliance.
At a minimum, contracts shall include [urrguug. to the effect that the contractor is aware of and in compliance with the requirements of the
ADA and its regulations. The most lo$ical place to do so is in the "general terms and conditions" section of state contracts. Contractors must
be made aware of the requirements of {he ADA to ensure that they are in compliance. Failure to be in compliance could result in the state
entity being held liable for a contracto¡'s licensee's discrimination.
QIIESTTONS - USE OF CONTRACTORS
I
i
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YES NO
rF *NOo'
ACTION/DT]E
DATE
Cl. Has the agency taken steps to endure that appropriate personnel understand the
ADA requirements as they appþ]to contractors? If "no." the asency must take
steps to ensure that apnroóti"tå personnel undilstand the ADA requirements
c2.Has the agency included langaaga in its contracts to ensure that contractors are
litate the participation ofpersons with disabilitiesaware of their obligations to faci$tate
operates onbehalf of the agency? Ifin programs and activities the
,,
C3. Has the agency developed u pro"þd*e to disseminate infonnation about ADA
requirements to contractors? If '1no.nt the agencv must establish a procedure.
ATTACHMENT ro-J (7)
D.ACCESSIBILITY OF FACILITIES AND PROGRAMS
I
The ADA requires that agenci.s op.tqtr each program, service or activity so that when viewed in its entirety, the prograrr\ service or activity is
readiþ accessible to and usable by pe{sons with disabilities. One way to help guarantee thatastate-sponsored program, service or activity is
accesiible, is to make sure that it is o$ered in an accessible building or facility.
I
If the agency's progfams, services or {ctivities are not provided on the agency's premises, the agency must address whether the delivery system
provides the progtam, service or activity in a manner that is accessible to persons with disabilities. The agency must disseminate program
accessibility requirements to service nfloviders.
QUESTTONS -AC CESSIBILITY OF FACILITIES YES NO
rF *NOr"
ACTION/DUE
DATE
D1. Has the agency evaluated its bui ldings or facilities to identiff any access barriers? !f
form. "A Ouick Look Accessibilitv Checklist." to
D2. Has the agency developed a procedure to assess the delivery system for its progtams,
services and activities to ensure fhat they are accessible and available to persons
with disabilities? If "no." the aþencv must do so.
D3. Has the agency developed and disseminated ADA progr¿Im accessibility
requirements to service providerþ? If "no." the agencv must do so.
ATTACHMENT 10.J (8)
E. TRANSPORTATION
The main principle of the ADA's transþorhtion regulation is: '1.[o entity shall discriminate against a person with a disability in connection
with the provision of transportation seryice." Meeting this broad requirement requires more than simply equrpping vehicles with lifts or other
access features or making facilities acdessible. Operation policies and procedures must also be designed to be nondiscriminatory. Access to
communications and ftansportation is qlso required.
ADA regulations identiÛt a number of]specific requirements related to the provision of service. These requirements vary based on whether an
entity is public or private, and on the tlrpe of service being provided (fixed-route versus demand reSponsive).
All print materials made available to t{t users of a transportation service must also be available in accessible formats for persons with
disabilities. This includes schedules, $eneral inforrration, rider handbooks and service bulletins. The availability of a telephone information
service is not an adequate substitute foh accessible route and schedule information.
I
Provision must be made to allow perslns with speech andlorhearing impairments access to information that is provided by telephone. Access
to scheduling and dispatch phone lines[ general information lines, and important administrative lines must be provided. Persons using text
telephone must not experience delays þr incur costs that are not experienced by the general public.
Personnel of both public and private providers are to be frained "to proficiency" in the safe operation of vehicles and access-
related equipment. fn.y musì also be þined to recognize the different abilities of p.rroo, n/ith disabilities and must provide service in a
respectful and courteous \¡ray.
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Lifts, securement systems, public addrpss systems, and other access-related equipment must be maintained in operating condition. If damaged
or out of order, the equipment must belrepaired promptþ.
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All "common wheelchairs" and their ubers must be transported. A common wheelchair is a wheelchair that does not exceed 30 inohes in width
and 48 inches in length, measured two inches above the ground, and does not weigh more than 600 pounds when occupied. Wheelchairs are
defined to include both three-wheeled þnd four-wheeled mobility aids.
I
Use of the securernent system can be rþquired as a condition of receiving service, although service cannot be denied on the grounds that
mobility device cannot be secured to the satisfaction of the operator. Vehicle operators are to assist passengers in the use of the lift, ramp and
securement system.
ATTACHMENT 10-.J {9}
If a fixed route bus does not have seatlþelts for ambulatory passengers, mobility aid users cannot be required to use a seat belt. If a parahansit
service requires all passengers to use { seatbelt, mobility aid users can be required to use a seatbelt. Note: Washington State Law requires
children under one year of age or less þan 20 pounds to be secured in a rear-facing infant seat. A child safety seat is required for children
weighing between 2l4}pounds.
I
rtr',.Nortt
ACTION/DUE
DATE
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QUESTTONS - TRANSPORTATTON
Does the agency provide or con{act for üansportation services?
tt
Does the agefrcy or confactor hqve procedures for responding to requests from
persons with disabilities to provi]de schedule and route materials in a timely
manner in an accessible form? Xf "no.oo
Does the agency or contractor h{ve text telqlhones or a relay service thatcan
provide information with no de$y nor additional cost to persons with disabilities?
If "no.t' the aeencv must makq these provisions.
EA. Does the agency or contractor comprehensive training and testing to
assure employees are fully qualifred to serye passengers with disabilities? If "no."
a policy that requires regular and frequent
equipment or vehicles? If "no." the
E5. Does the agency or confractor
checls of lifts, as well as other
ATTACHMENT r0_J (r0)
F. DECISIONS ABOUT UNDTIE F'INANCIAL Ah[D ADMINISTRATIVE BT]RDENS
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l
An entity is required to make its progr,pms accessible in all cases except when to do so would result in a frurdamental alteration of the nature of
the program or would present undue fiþancial and administrative burdens. The decision that compliance would result in such alterations or
burdens must be made by the head of þ public entity or hislher designee and must be accompanied by a written statement of the reasons(s) for
reaching that conclusion. The determiiration must be made by a high-ranking offtcial, no lower than an agerLcy head, who has budgetary
authority and responsibilþ for decisions.
QrrEsTroNs - LNDUE FrNA¡I(IAL A}[I) ADMINISTRATTVE BT]RDENS YES NO
rtr'*NorD
ACTION/DUE
DATE
Fl. Has the ageîcy established a pro
financial and administrative burt
¡¡no.rt the agencv must establisl
,edure for ensuring that decisions about undue
)ns are made properþ and expeditiously? !f
a procedure.
ATTACHMENT 10-' (rr)
G. TELEPHONE COMMT]NICATIONS
I
When an entity communicates with apþUcants and beneficiaries by telephone, telecommunication devices for the deaf (TDD) or equally
efFective communication systems are rêquired to communicate with persons with deafrress or hearing or speech impairments. Agencies with
extensive telephone contact with servife beneficiaries and./or other persons with hearing or speech impairments are encouraged to have TDDs
to provide access that is more immedirite than a relay service. Telephone emergency services, such as fire, police, ambulance, including 911,
need to provide direct access to person]s who use TDDs and computer modems. TDD relay service numbers must be published in the same
marmer as non-TDD numbers
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QUESTTONS - TEL PHONE COMMTTIIICATIONS YES NO
IF,.Norrt
ACTION/DUE
DATE
Gt.Does the agency have aprooe¿uþ for communicating effectiveþ over the
telephone with persons with heariþg impaifinents or deafuess? ff (no." the
agency must establish a procedure.
G2. Have TDD numbers or telephonr
directories, pamphlets, brochurel
these numbers to aII directorie
relay numbers been added to all agency
,letterhead, etc? If "no.?? the aeency m
. pamphlets. etc.
G3.If the agency uses "l-800" toIl-flee incoming telephone service in its program or
automated voice messaging, has fhe ageîcy t¿ken steps to ensure that these
services are usable by persons with deafuess or hearing or speech impairments? If
G4. Has the agency taken steps to far
TDDs and other effective means
persons with deafoess or hearing
to provide staff trainine.
nultarize appropriate staffwith the operation of
of communicating over the telephone with
or speech impairments? If 'ono." it is advisable
ATTACHMENT r0-.' (12)
H. DOCUMENTS AI\D PT]BLICATIONS
All interested persons, including with impaired vision or hearing, must beable to obtain information about the availability and location
of accessible service, activities and
audiotape, large print, Braille,
persons with disabilities.
ities. The ageîcy must have a procedure for making documents available in alternate formats, e.g.,
disk, etc. Agency publications must avoid use of language or images that patronize or stigmatize
rtr',.Noo,
ACTION/DTIE
DATE
Hl. Does the agency have a
formats? If '6no."
for making documents avulable in altemate
Has the agency reviewed public to eliminate patonrztng or stigmatizing
ATTACHMENT 10.' {13)
I. INTERPRETERq, ASSISTIVE LISTENING DEVICES, AND OTHER AUXILIARY AIDS
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Entities are required to furnish appropfiate auxiliary aids and services when necessary to afford a person with a disability an equal opporhrnity
to participate in, and enjoy the benefit$ of, the public entity's service, progrum or activity. This can include qualified readers and interpreters,
audiotapes, Brailed or large print mateþals, or close-captioned video progrÍrms. The entity must provide an opportunity for persons with
disabilities to indicate their chosen forins of accommodation. This expressed choice shall be given primary consideration. However, the
agency providing the accommodation has the ultimate discretion to choose the less expensive accommodation or the accommodation that is
eãsier to providel
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QUEsrroNs - TNTERPRETEI so AssIsTrvE DEvrcES, orrrER ArDS YES NO
rtr'..Nortt
ACTION/DtIE
DATE
Il. Does the agency have a procedur
provided in an expeditious mann,
interviews, conferences or public
e to ensure that qualified interpreters are
¡r when requested in advance at meetings,
appearances by agelrcy officials and hearings?
n. Are auxiliary aids available (or s
for persons with speech, vision c
participation in a program or act
establish relevant procedures I
)urces identified where they can be obtained)
: hearing impairments to ensure effective
vþ? If (no.t' the aeencv is reouired to
l obtain and use auxiliarv aids when needed.
ATTACHMENT r0.J (r4)
J. EMERGENCY EVACUATION
The ADA requires that where alarm ,ju.-, are required in new buildings and facilities, visible and audible alarms be installed to wam people
with hearing and vision disabilities in gase of emergency. If the agency's building does not have an audible or visible alarm system, new
employees with blindness or vision impairments must be instructed on evacuation routes to take during an emergency.
The ADA requires that areas be in new buildings and facilities, where elevators cannot be used to exit during an emergency, that will
provide protection from smoke and to persons in wheelchairs until they can be assisted offfloors above the first floor. These areas are
called Areas of Evacuation Assistance are generally located in stair landings or enclosures.
GENCY EVACUATION
IF r,Nooro
ACTION/DTIE
DATE
Jl. Does the building have afire alaþ system? If "yes"nn does it include both visible
12. Does the agency have a procedu/p to notiff persons with hearing or vision
impairments in case of an emerg$ncy? If "no." the agencv must estabHsh
J3. Does the agency have a
impainnents on evacuation rou
to inform all employees with blindness or vision
during an emergency? ff "no"" the agency
J4. Does the building have an area
could accommodate a wheelchai
the building? If '¡no.on
floor during an emergencv.
or within a stair landing or enclosure that
without blocking the path of other people exiting
ATTACHMENT roJ (15)
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I x. neurpMENT AcetrrsrrroN/ADAPTATToN
I
To facilitate accommodations of emplþyees or service recipients with disabilities and to minimize costs, agencies must consider the needs of
persons with disabilities when makin$ equipment purchases.
QrrEsrroNs - EQTIIPM 0NT ACQIrrSrTrON/ADAPTATTON YES NO
IF.rNoort
ACTION/DUE
DATE
Kl. Does the agency purchase offi.ce
modified forpeople with disabili
equipmelrt that can be readily and cost-effectively
ties?
É
ATTACHMENT 10-J (16)
L. EMPLOYMENT
The ADA prohibits discrimination in þ employment of persons with disabilities. Each ageîcymust analyze its employment-related activities,
policies and procedures, to assure the ágency's employment practices are free of discrimination. The ADA requires employers to develop a
policy to respond to requests to reasonþbly accommodate the known physical or mental limit¿tions of an otherwise qualified individual with a
disability, unless to do so would pose ?n undue hardship.
QTTESTIOT {S _ EMPLOYMENT YES NO
Itr'..NOrt
ACTION/DT]E
DATE
Ll. Has the ageîcy reviewed the folli
discriminate against persons witÍ
its procedures. Contact the ner
guidance.
wing areas to assure that the ageîcy does not
disabilities? If 66no." the agencv must modifr
o Recruitmentadvertising
o Processing of applications
o Employment testing
r Hiring, upgrading, promotior demotion, transfer, layofl termination, rehiring
o Rates ofpay or any other forln of compensation and changes in compensation
o Job assigments
. Job classifications
. Organizationalstructures
o Leaves of absence, sick leavr , or any other leave
o Selection and financial suppa
conferences, and other relater
rt for fraining, professional meetings,
l activities
. Agency sponsored social anc recreational programs
ATTACHMENT 10.J (17)
QrrEsTro,IIS _ EMPLOYMENT
(continued)YES NO
IF"'NO,"
ACTION/DTIE
DATE
Health and Insurance Benefits:
Additional Dmplo¡ment Questions
Does the agency have a proceduþ for reporting to requests for accommodations to
the knownphysical or mental fiüit¿tions of an otherwise qualified individual with
a disability-wíro is an applicant o¡ employee? If "no." thdasencv must adopt a
procedurô to respondlä a reqúest fãr ãccom st
include an tion of the
L3.Does the agency ofler training
u¡ith ADA requirements for
how it will
hiring managers and supervisors on complying
loyment practices? If 66no.t' the agencv must
ATTACHMENT 10J (r8)
A -QUICK LOOK'' CHECKLIST FOR ACCESSIBILITY
While a fullreview of a facilþ requires comparison of existing conditions with the standards
established by the ADA Accessibility Guidelines (ADAAG) and Washington Administrative
Code 51.20 (Larrier-free design standards), this checklist will give a quick appraisal of potential
problem areas for accessibility. Completion of these items will not necessarily achieve
compliance with ADA or WAC requirements.
ITEM TO BE PERT'ORMEI)YES NO-._-.--_-
BuÍlding Access
1. Are disabled parking spaces designated near the main building entrance?
2. Are disabled spaces 96" wide designated with a 60" access aisle?
3. Has a "drop off' zone been established near the building entrance?
4. Is the gradienlslope from parking to building entrance 1:12 or less?
5. Is the entrance doorway (open) at least 32 inches wide?
6. Is the door handle easy to grasp? Has a lever handle been installed?
7. Is the door easy to open (less than 8.5 pounds pressure?)
8. Has adequate signage been installed to direct visitors and clients?
9. Are accessible facilities identified?
Building Corridors
1. Is the floor surface of the travel path hard and not slþery?
2. Is the path of travel wide enough (36") for a wheelchair?
3. Do obstacles (telephones, fountains) protrude less than 40" into a corridor?
4. Are elevator controls low enough (54") to be reached from a wheelchair?
5. Are elevator markings in Braille?
6. Do elevators provide audible signs?
7. Do elevator interiors provide a turning area of 51" for wheelchairs?
Restrooms
1. Are restrooms near the building entrance or program areas?
2. Do doors have lever handles?
3l-ffileasf 3?-wideï
4. Is restroom large enough for wheelchair tumaround (60" 4tnrrn!*)?
5. Are stall doors aminimum of32" wide?
6.
7. Are sinls at least 30" with room for a wheelchair to roll under?
8. Are soap and towel dispensers no more than 48" from the floor?
Program Areas
1. Are doorways to progtam areas a minimum of 32" wide?
2. Are interior doors easy to open?
3. Is the threshold no more thanYz" high?
4. Is the path of travel between tables, desks and furniture wide enough for
rvheelchairs'l
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