CC Resolution No. 1171 2171
RESOLUTION NO. 1171
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BAYTOWN,
TEXAS, ADOPTING AN AMERICANS WITH DISABILITY ACT SELF-
EVALUATION PLAN REGARDING ACTIONS TAKEN AND TO BE TAKEN
FOR COMPLIANCE UNDER THE ADA; AND PROVIDING FOR THE
EFFECTIVE DATE THEREOF.
WHEREAS, Title II of the Americans with Disability Act
requires that the City have a self-evaluation plan regarding
actions taken and to be taken for compliance under ADA and that the
plan be available for public comment; and
WHEREAS, the City Human Resources Department has developed a
comprehensive plan which provides for grievance procedures, public
notice, a list of actions taken and to be taken, and appoints an
ADA Coordinator; NOW THEREFORE
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF BAYTOWN,
TEXAS:
Section 1: That the City Council of the City of Baytown,
Texas adopts the City of Baytown Americans With Disability Act
Self-Evaluation Plan in accordance with the terms and provisions
set out in said plan attached hereto as Exhibit "A" which is
incorporated herein and made a part hereof for all purposes.
Section 2 : This resolution shall take effect immediately from
and after its passage by the City Council of the City of Baytown.
INTRODUCED, READ AND PASSED by the affirmative vote of the
City Council of the City of Baytown, this the llth day of February,
1993 .
-BOBBY .,, EDILLE, Mayor
ATTEST: /
ILEEN HALL, City Clerk
4ACIO RAMIREZ, gR. , City Attorney
2172
CITY OF BAYTOWN
AMERICANS WITH DISABILITIES ACT
SELF-EVALUATION PLAN
EFFECTIVE DATE:
JANUARY 26, 1993
2173
INTRODUCTION
The City of Baytown is an Equal Opportunity Employer of
Qualified Individuals. The City of Baytown, Texas, has taken
numerous steps to be incompliance with Title II of the Americans
with Disability Act (hereinafter ADA) , Public Law 101-336,
effective date January 26, 1992 . The following information is
provided to demonstrate the actions taken with regard to
implementation of the regulations and compliance with the contents
of the program. The City of Baytown welcomes comments and
participation from interested individuals. Please direct your
comments to the ADA Coordinator using the format described in Part
I, Comments, Page 11.
As with any self-evaluation process, the Baytown Self-
Evaluation Plan (hereinafter BSEP) has been developed to provide
continuous guidance for the various individuals involved with
development and implementation of the different facets of the
program(s) . This document is not all-inclusive and will not be
considered as an admission of neglect or discrimination based on
intentional, non-intentional, omission, or any other related
factor. Revisions, amendments, and updates will be made as needed.
This document also does not contain a description of all actions
and good faith efforts made regarding the attempts by the City of
Baytown to be in full compliance with ADA. This document should be
considered to be a summary of actions taken and to be taken as
needs are identified.
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If anyone would like the opportunity to review any of the
available support data utilized to develop the BSEP, the
information will be available through contacting the ADA
Coordinator in the Human Resources Department for the City of
Baytown. Again, we welcome your comments.
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TABLE OF CONTENTS
INTRODUCTION i
TABLE OF CONTENTS
PART I
TITLE I - EMPLOYMENT 1
I. EMPLOYMENT POLICY 2
II. EMPLOYMENT PRACTICES 2
III. CONTRACTUAL EMPLOYMENT PRACTICES ;
IV. EMPLOYMENT STANDARDS AND CRITERIA 5
V. EMPLOYMENT PRACTICES WITH APPLICANTS HAVING
FRIENDS OR RELATIVES WITH DISABILITIES 5
VI. REASONABLE ACCOMMODATIONS 5
A. DECISION PROCESS 6
B. PAYMENT 6
C. FINAL DECISIONS 7
VII. REVIEW OF JOB REQUIREMENTS AND SELECTION
CRITERIA 7
VIII. LOCATION OF HIRING PROCEDURES 7
IX. EMPLOYMENT TESTING PROCEDURES a
X. APPLICATION FORMS g
XI. MEDICAL EXAM/CONDITIONAL OFFER OF
EMPLOYMENT S
XII. REHABILITATED ALCOHOLIC OR REHABILITATED
DRUG ABUSER 10
XIII. EMPLOYMENT OPPORTUNITY NOTICES 11
XIV. COMMENTS 11
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PART II
TITLE II - PUBLIC SERVICES
I. SELF-EVALUATION 12
A. DEADLINES 12
B. REQUIREMENTS/PARTICIPATION 12
C. RETENTION 13
II. INVOLVEMENT OF INTERESTED PERSONS 13
III. NONDISCRIMINATION NOTICE IN PUBLICATIONS 13
IV. RESPONSIBILITIES FOR IMPLEMENTATION 14
A. ADA COORDINATOR 14
B. CONTACT INFORMATION 14
V. GRIEVANCE PROCEDURES FOR COMPLAINTS BY
PERSONS WITH DISABILITIES 14
A. EMPLOYEES 14
B. APPLICANTS 15
C. CUSTOMERS/PUBLIC/VISITORS 16
VI. BENEFITS AND SERVICE 16
VII. ASSISTANCE TO INDIVIDUALS THAT
DISCRIMINATE 16
VIII. PLANNING AND/OR ADVISORY BOARDS 17
IX. STANDARDS, CRITERIA, AND/OR METHODS OF
ADMINISTRATION 17
X. FACILITY SELECTION 18
XI. SELECTION OF PROCUREMENT CONTRACTORS 18
XII. ACCESS 18
A. LICENSING AND CERTIFICATION PROGRAMS 18
B. MODIFICATIONS 19
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XIII. GUARDIAN DECISIONS 19
XIV. SURCHARGES 20
XV. AGAINST INDIVIDUALS HAVING FRIENDS OR
RELATIVES WITH DISABILITIES 20
XVI. CURRENT USERS OF ILLEGAL DRUGS 20
XVII. MAINTENANCE OF FACILITIES 20
XVIII. RETALIATION 21
XIX. PROGRAM ACCESSIBILITY 21
A. HISTORIC PRESERVATION PROGRAMS 21
XX TRANSITION PLANS 22
A. FACILITIES CONSTRUCTED AFTER
JANUARY 26, 1992 22
B. FACILITIES BEGUN AFTER JANUARY 26,
1991 BUT WITHIN SIX MONTHS OF
JANUARY 26, 1992 22
C. STREETS, ROADS, OR WALKWAYS 22
D. MINIMUM REQUIREMENTS 23
XXI. COMMUNICATIONS 24
A. ENSURING EQUALLY 24
B. AUXILIARY AIDS AND SERVICES 24
C. SIGN POSTINGS 25
XXII. CLOSING SUMMARY 25
APPENDICES
APPENDIX A. LIST OF INTERESTED PERSONS CONSULTED
APPENDIX B. SUMMARY DESCRIPTION OF AREAS
EXAMINED AND PROBLEMS IDENTIFIED
APPENDIX C. A DESCRIPTION OF ANY
MODIFICATIONS MADE
APPENDIX D. FORMS
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PART I
TITLE I: EMPLOYMENT
The City of Baytown recognizes that Title I prohibits
covered employers from discriminating against a "qualified
individual with a disability in any term, condition, or privilege
of employment. " The City of Baytown, has made a full commitment
that it will not discriminate against any individual with a
disability who, with or without reasonable accommodation, can
perform the essential functions of the employment position that
such individual holds or desires. Furthermore, the City will make
"reasonable accommodations"', as long as it does not cause an
"undue hardship"2 for the City.
At the time the employment decision is made, the
determination as to whether an individual with a disability is
"qualified" is made in two steps:
1 - determination if the individual satisfies the
prerequisites for the position, such as possessing
the appropriate educational background, employment
experience, skills, licenses, etc. , and,
2 - determination as to whether or not the
individual can perform the "essential functionsj3
of the position held or desired, with or without
reasonable accommodations. The process will not
allow speculation as to whether the employee may
become unable in the future or may cause increased
health insurance premiums or workers compensation
costs.
1"Reasonable Accommodation" - means (A) making existing facilities with
disabilities and (B) job restructuring, part-time or modified work schedules,
reassignment to a vacant position, acquisition or modification of equipment or
devices, appropriate adjustment of modifications of examinations, training
materials or policies, the provision of qualified readers or interpreters, and
other similar accommodations.
Z"Undue Hardship" - means an action requiring significant difficulty or
expense when considered in light of the factors set forth in Section 101(10) (B)
of the law, such as the nature and cost of the accommodation, the overall
financial resources of the covered entity, and the type of operations of the
covered entity.
3Section 1630.2(n) - "Essential Functions" - are those functions that the
individual who holds the position must be able to perform unaided or with the
assistance of a reasonable accommodation.
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I. EMPLOYMENT POLICY
In accordance with ADA Law, Title I, Section 102 (a) and
EEOC Regulations, 29 CFR 1630. 4, the City has carefully
reviewed all of its employment policies to insure that
all employees involved in hiring practices are giving
nondiscriminatory treatment to all applicants and
employees with disabilities. The employment practices
reviewed include recruitment, advertising, job
application procedures, including but not limited to:
hiring, upgrading, promotion, demotion, transfer, layoff,
terminations, rehiring, rates of pay or any other form of
compensation, changes in compensation, job assignments,
job classifications, organizational structures, position
descriptions, lines of progression, leaves of absence,
sick leave, or any other leave; fringe benefits available
by virtue of employment, training, meetings, conferences,
social and recreational programs, and any other term,
condition, or privilege of employment.
II. EMPLOYMENT PRACTICES
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 5, the following actions
have been taken to insure that they do not limit,
segregate, or classify job applicants or employees in
ways that adversely affect their opportunities or status
because of a disability:
* (b) (1) Summary of Actions Taken:
Recruitment: At least three organizations that service
individuals with disabilities are notified when positions
become available in order that the City may be able to
identify qualified individuals with disabilities that may
be interested in applying with the City of Baytown.
Postings: Job Vacancy Announcements are posted in the
City Hall and made available from the City Hall
Receptionist. The details of the position requirements
can read to the individual with a disability if a need is
known.
There is an Equal Opportunity Job Line (713-420-6551)
available so that all interested applicants can listen to
currently available open positions. The Equal
Opportunity Job Line is updated every Monday.
*( )brackets cross-reference ADA Law, Title I, Section 102(*) unless
otherwise referenced.
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Applications: The Application for Employment (HR Form
92-1) does not contain any reference or requests for
information that could identify an applicant as someone
with a disability. The City Hall Receptionist, ADA
Coordinator, or any Human Resources representative will
gladly assist individuals with disabilities in filling in
the required information on the application form, if the
need for assistance is known.
Interviews: The applications of the individuals that
appear to be the most qualified are forwarded to the
selecting officials for consideration for interview.
Once someone is selected for interview, accessibility
arrangements are made. Supervisors receive training in
how to conduct interviews and are aware of the City's
commitment regarding equal opportunity.
Filling vacancies: It is the practice of the City of
Baytown to hire, upgrade, promote, transfer, or rehire,
the most qualified individual available for the vacancy
that has occurred. The processes are continually
reviewed to make sure that they do not adversely affect
qualified individuals with disabilities. The processes
are described in the City of Baytown Personnel Policy
Manual. ° The manual is available for review in the
Human Resources Department during normal business hours.
Discipline and Separations: The City of Baytown is an
"at will" employer within the full definition of the
related applicable laws. Each time a demotion, transfer,
layoff, or termination of an employee is required, a
careful review is conducted. If the action required
affects an individual that is identified as having a
disability, the employee has the same opportunity to
follow the processes that are described in full in the
City of Baytown Personnel Policy Manual.5 The manual is
available for review in the Human Resources Department
during normal business hours.
`'The City of Baytown Personnel Manual, Chapter 2 - Method of Filling
Vacancies, Chapter 3 - Appointment, Chapter 4 - Probation, and Chapter 5 -
Performance Evaluations.
5City of Baytown Personnel Policy Manual, Chapters 4 - Probation,
Chapter 9 - Conduct, and Chapter 10 - Discipline, Appeals, and Grievances.
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Compensation: Rates of pay or any other form of
compensation, as well as changes in compensation, are
continuously reviewed for equity. The process is
described in the City of Baytown Personnel Policy
Manual.6 The manual is available for review in the
Human Resources Department during normal business hours.
Positions: Job assignments, job classifications,
organizational structures, position description, lines of
progression, and physical descriptions are processed
through the provisions described in the City of Baytown
Personnel Policy Manual' The manual and "Job Analysis
Form" are available for review in the Human Resources
Department during normal business hours.
Leave: All leave related policies and practices are
developed with the intention of treating all employees
fairly and equally. The only exception would be in
regard to making reasonable accommodations for an
identified qualified individual with a disability, if
taking such an action would not cause an undue hardship
for the City (See Footnote # 1) .
Review of the personnel processes indicate that there are
no distinctions between the fringe benefits available by
virtue of employment; including, but not limited to
training, meetings, conferences, social and recreational
programs, and any other terms, conditions, or privileges
of employment, for individuals with or without
disabilities.
III. CONTRACTUAL EMPLOYMENT PRACTICES
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 6, the following actions
have been taken:
(b) (2) To the best of the knowledge of the City, the City is not
participating in any contractual or other arrangement or
relationships that subjects the City's qualified
applicants or employees with disabilities to
discrimination. This includes, but is not limited to
employment agencies, and organizations that provide
6The City of Baytown Personnel Manual, Chapter 7 - compensation and
Administrative Rules Chapter 7, Section 4.
7City of Baytown Personnel Manual, Chapter 6 - Classification and Job
Analysis Forms for each position are filed by Job Classification Number under the
appropriate department.
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training. If the City identifies that a business in
which it has dealings is discriminating against
individuals with a disability, all contractual related
business will cease with notice at the conclusion of the
current agreement or sooner, if possibile, and no further
dealings will resume until the contractor has changed its
business practices.
IV. EMPLOYMENT STANDARDS AND CRITERIA
In accordance with ADA Law, Title I, Section 102 , and
EEOC Regulations, 29 CFR 1630. 7, the following actions
have been taken:
(b) (3) As stated in Section II - Employment Practices, all
employment practices have been reviewed to make sure that
standards, criteria, or methods of administration that
could have the effect of discriminating on the basis of
disability, or that perpetuate the discrimination of
others who are subject to common administrative control,
have been carefully reviewed and no problem areas were
identified.
V. EMPLOYMENT PRACTICES WITH APPLICANTS HAVING FRIENDS OR
RELATIVES WITH DISABILITIES
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630.8, the following actions
have been taken:
(b) (4) The review of the employment practices indicate that
there is a recognition that treatment of friends or
relatives of individuals with disabilities in a
discriminatory manner is prohibited. All accusations of
discrimination will be investigated. Disciplinary
actions, with potential for discharge, will be addressed
with any individual representing the City that has
knowingly acted in a discriminatory manner.
VI. REASONABLE ACCOMMODATIONS
In accordance with ADA Law, Title I, Section
102 (b) (5) (A) , and EEOC Regulations, 29 CFR 1630.9, the
following actions have been taken:
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A. DECISION PROCESS
(b) (5) (A) At any time that there is the concern that a
"reasonable accommodation" will cause the City
"undue hardship" a review panel consisting of the
ADA Coordinator, Director of Human Resources, City
Attorney, Risk Manager, applicable Department
Director, Chief Building Official, and Finance
Director, will review all aspects of consideration
to be forwarded to the City Manager for final
decision. Within 10 working days of being notified
of the need for a review panel, as part of the
process, the panel will formally meet in order to
analyze the particular job involved and determine
its purpose, essential functions, and determine the
next actions to be taken.
As part of the process, the panel will ask for
opinions and suggestions from the qualified
individual with the disability requiring
accommodations to ascertain the precise job-related
limitations imposed by the individual ' s disability
and how those limitations could be overcome with a
reasonable accommodation. It is recommended that
the panel contact organizations, and other
experts/consultants as may be needed.
Contacts should also be made to determine if the
funding is available from other sources, e.g. ,
State vocational rehabilitation agency, or if
Federal, State or local tax deductions or tax
credits are available to offset the cost of the
accommodations. In absence of such funding, the
individual with a disability requesting the
accommodations will be given the option of
providing the accommodation or of paying that
portion of the cost which constitutes the undue
hardship on the operations of business. To the
extent that such monies pay or would pay for only
part of the cost of the accommodation, only that
portion of the cost of the accommodation that could
not be recovered - the final net cost to the City -
will be considered in determining undue hardship.
B. PAYMENT
(b) (5) Will be from funds approved by City Council during
the annual budget. Funds required in excess of
budgeted amounts will be subject to City Council
approval.
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C. FINAL DECISIONS
(b) (5) Prior to making the employment decision to not hire
or promote because of "undue hardship", the
individual making the employment decision will
consult with the ADA Coordinator to determine the
appropriate process.
The ADA Coordinator will discuss the situation with
the Director of Human Resources and City Attorney
prior to making any formal recommendation and prior
to convening the panel. The process discussed
under Section VI - Subsection A Decision Process
will be utilized. The ADA Coordinator will be
responsible for obtaining and controlling records
regarding the actions taken by the City regarding
justification for any decision based on "undue
hardship defense" .
VII. REVIEW OF JOB REQUIREMENTS AND SELECTION CRITERIA
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 10, the following actions
have been taken:
(b) (6) All job descriptions are currently being reviewed prior
to the posting to verify that there are no criteria
included that would discriminate against an individual
with a disability unless such criteria is job-related and
consistent with business necessity. The ADA Job
Descriptions are specific to the essential functions of
the position.
VIII. LOCATION OF HIRING PROCEDURES
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 11, the following actions
have been taken:
(b) (7) The application area is accessible to an individual in a
wheelchair with assistance. The City will be making
adjustments to the entrance way to City Hall to make the
access easier. The Receptionist or any employee working
in the Human Resources Department will help anyone that
indicates that they require assistance in filling out the
application related forms.
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Typing tests are conducted in the Human Resources area.
While there is a lack of physical space available, a
computer on a portable stand is repositioned and made
accessible for periods when it is needed so that an
individual with a disability can take the test on the
same equipment as all other applicants.
The Human Resources Department is developing a list of
accessible formats to be utilized as needed for
individuals with disabilities that affect visual and
hearing disabilities.
IX. EMPLOYMENT TESTING PROCEDURES
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 11, the following actions
have been taken:
(b) (7) A review of the employment tests, including performance,
medical, drugs and psychological tests, is continuously
being conducted to make sure that they are selected and
administered in a way to ensure that test results
accurately reflect the skills and/or aptitude necessary
to perform the job rather than reflect the impaired
sensory, manual, or speaking skills of the applicant or
employee, unless the sensory, speaking, or manual ability
is necessary to perform critical elements (s) of the job.
X. APPLICATION FORMS
In accordance with ADA Law, Title I, Section 102, and
EEOC Regulations, 29 CFR 1630. 13 , the following actions
have been taken:
(c) A complete review of the application was conducted and
revised. The form has no references or questions that
would cause the applicant to involuntarily identify
themselves as an individual with a disability.
XI. MEDICAL EXAM/CONDITIONAL OFFER OF EMPLOYMENT
In accordance with ADA Law, Title I, Section 102 , and
EEOC Regulations, 29 CFR 1630. 13 (a) , the following
actions have been taken:
(c) Each hiring official has been informed, in regards to the
interview and hiring process, that the City does not
permit a medical exam or any other kind of pre-employment
inquiry into an applicants disability until after a
conditional offer of employment has been made.
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In accordance with ADA Law, Title I, Section 102 , and
EEOC Regulations, 29 CFR 1630. 13 (b) , the following
actions have been taken:
(c) After a conditional offer of employment has been made to
the applicant, the hiring official knows that it is not
acceptable to make inquiries as to whether a potential
employee is an individual with a disability, or as to the
nature and severity of a disability except for situations
that are covered by law and address in the following
section under 29 CFR 1630. 14 .
In accordance with ADA Law, Title I, Section 102 , and
EEOC Regulations, 29 CFR 1630. 14, the following actions
have been taken:
(c) As the City' s business conditions do require that an
offer of employment be based upon the job applicant's
satisfactory completion of a medical examination for
positions with the ADA Job Description classifications of
medium and above, a successful review was conducted to
verify that the procedures conform to the requirements of
the law prohibiting inquires as to the nature and
severity of the disabilities except as they are job-
related and that the information obtained regarding the
medical condition or history of any employee is collected
and maintained on separate forms and in separate medical
files and treated as a confidential medical record except
that:
1. Supervisors and managers, if required under
business necessity, are informed regarding
necessary restrictions on the work or duties of the
employee and necessary accommodations;
2 . First aid and safety personnel may be informed,
when appropriate, if the disability might require
emergency treatment; and
3 . Government officials investigating compliance with
this part shall be provided relevant information on
request and that information obtained regarding
medical condition or history of any employee shall
not be used for any purpose inconsistent with this
part.
4 . The information may be submitted to the state
workers ' compensation offices or second injury
funds in accordance with state workers'
compensation laws without violating Section
1630. 14 (b) .
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1630. 14
(b) If the decision is made to withdraw an offer of
employment because the medical examination reveals that
the employee does not satisfy certain employment
criteria, a review is conducted in the HR Department with
referral to the ADA Panel, if needed, to insure that
either the exclusionary criteria does not screen out or
tend to screen out an individual with a disability or a
class of individuals with disabilities, or they must be
job-related and consistent with business necessity and
there is no reasonable accommodation that will enable the
individual with a disability to perform the essential
functions of the job.
1630. 14
(c) The City is not prohibited from making inquiries and/or
require medical examinations (fitness for duty exams)
when there is a need to determine whether an employee is
still able to perform the essential functions of his or
her job.
1630. 14
(d) All medical records developed in the course of voluntary
medical examinations, including voluntary medical
histories, as part of employee health programs, will be
kept in a confidential manner and not used for any
purpose in violation of the ADA. The information
gathered will not be used to limit health insurance
eligibility.
XII. REHABILITATED ALCOHOLIC OR REHABILITATED DRUG ABUSER
In accordance with ADA Law, Title I, Section 104, and
EEOC Regulations, 29 CFR 1630. 16, the following actions
have been taken:
104 A review of the personnel policies was conducted and
revised to insure actions taken in regard to an applicant
or employee who is known to be recovering an alcohol or
drug abuser (not currently using alcohol or drugs) will
be addressed in accordance with the law. The
individual will be encouraged to utilize the advice
offered through the City sponsored Employee Assistance
Program (EAP) . An individual that volunteers their
recovering status is subject to drug testing at the
discretion of the City as part of the Drug-Free Workplace
commitment as well as the safety related aspects for all
employees.
8The City of Baytown Personnel Manual, Chapter 9 - Section 11. (Revised)
Rehabilitation.
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XIII. EMPLOYMENT OPPORTUNITY NOTICES
105 In accordance with ADA Law, Title I, Section 105, the
following actions have been taken:
The Equal Opportunity Job Line, Application for
Employment (HR Form 92-1) , and all job vacancy notices
state that the City of Baytown is an Equal
Opportunity/Affirmative Action employer of Qualified
Individuals. The City of Baytown Personnel Policy Manual
contains the related Equal Opportunity policy statement.
Annually a copy of the reaffirmation of the commitments
are disseminated to all employees. Throughout the City,
in public buildings, the poster containing ADA inform-
ation has been posted in areas that can be easily viewed.
XIV. COMMENTS
The City of Baytown takes pride in the achievements and
actions taken regarding the implementation of the
processes described in Part I of the Self-Evaluation
process. If you have comments or suggestions, please
fill out the form provided in Appendix D, ADA Self-
Evaluation Plan Comment Form, HR Form 93-4, with related
information and return it to:
ADA Coordinator
City of Baytown
P.O. Box 424
Baytown, TX 77522-0424
The ADA Coordinator will attempt to make an initial
response to your comments within ten (10) working days.
You are welcome to visit the ADA Coordinator, located in
the Human Resources Department at 2401 Market Street,
Baytown, TX, to share your ideas and find out more about
the City' s programs.
It is recommended that you call in advance:
VOICE: (713) 420-6520 or (713) 420-6522
TDD: (713) 427-8511
Leave message for ADA Coordinator
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PART H
TITLE H: PUBLIC SERVICES
In accordance with 28 CFR Part 35 of the Department of Justice
Title II Regulations Section 35. 104 for State and Local
Governments, the City has taken numerous actions to comply with the
intent of the regulations. The following is the results of the
review of the City of Baytown's services as a public entity under
Title II - Public Services, Section 201 (1) of the Act and 28 CFR
part 35 of the Department of Justice Regulations to make certain
that:
I. SELF-EVALUATION
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 105 for State and
Local Governments, the following actions have been taken:
A. DEADLINES
* (a) The report reflects that the self-evaluation plan
required to be completed within one year of the
January 26, 1992, deadline date has been
formalized. All areas that were identified as not
fully meeting the requirements of the ADA
Regulations are addressed with proposed timeframes
for completion. See Appendix B.
B. REQUIREMENTS/PARTICIPATION
(b) At the time that the Self-Evaluation Plan is
accepted for adoption by the City Council, the SEP
will be made available for any interested persons,
including individuals with disabilities, to
participate in the self-evaluation process by
submitting comments as described in Part I, Section
XIV - Comments, Page 11. While the City cannot
provide copies of the full document, due to size
and volume, the City welcomes interested
individuals to view the available information
during regular business hours. Portions will be
provided within 10 working days after receiving a
written request.
*( )brackets cross-reference ADA Law, Title I, Section 35.105(*)
unless orderwise referenced.
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C. RETENTION
(c) As the City employs more than 50 persons, and
considers the Self-Evaluation Plan as a process
that is on-going, the City will maintain on file
and make available for public inspection the
contents of the BSEP. The BSEP will contain, but
not be limited to containing:
1. A list of the interested persons consulted
(see Appendix A) .
2 . A description of areas examined and any
problems identified (see Appendix B) .
3 . A description of any modifications made (see
Appendix C) .
II. INVOLVEMENT OF INTERESTED PERSONS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 106 for State and
Local Governments, the following actions have been taken:
106 In the course of passing a Resolution of Adoption with
the City Council, upon request, all interested persons
will receive a policy statement containing information
regarding the provisions of the ADA and its applicablity
to the City' s employment, services, programs, and
activities, including the nondiscrimination policy.
III. NON-DISCRIMINATION NOTICE IN PUBLICATIONS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 106 for State and
Local Governments, the following actions have been taken:
106 The City is currently revising the Equal Employment
Policy statement and will present the revised policy for
review and consideration before the City Council at the
earliest opportunity. The revised policy will address
specific ADA requirements.
All related written materials contain the statement: The
City of Baytown is an Affirmative Action/Equal
Opportunity Employer of qualified individuals. All
advertising will include a tag line that has AA/EOE.
13
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IV. RESPONSIBILITIES FOR IMPLEMENTATION
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 107 for State and
Local Governments, the following actions have been taken:
A. ADA COORDINATOR
* (a) As the City of Baytown has more than fifty (50)
employees, it has designated EEO/ER Specialist, Ann
A. Malkie, to act as the employee to coordinate the
City' s efforts to comply with and carry out the
required responsibilities under the ADA, including
investigation of any complaints alleging
noncompliance or any actions that would be
prohibited by the ADA.
B. CONTACT INFORMATION
The ADA Coordinator can be contacted through the
Human Resources Department at City Hall at the
following address and telephone number:
City of Baytown
2401 Market Street, P.O. Box 424
Baytown, TX 77522-0424
VOICE: 713-420-6522 TDD: 713-427-8511
V. GRIEVANCE PROCEDURES FOR COMPLAINTS BY PERSONS WITH
DISABILITIES
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 107 for State and
Local Governments, the following actions have been taken:
A. EMPLOYEES
Under ADA, employees are encouraged to address
their ADA related concerns formally or informally
with the ADA Coordinator. The Human Resources
Department has a form that can be utilized (See
Appendix D: The City of Baytown ADA Complaint Form
- HR 93-5) .
*( )brackets cross-reference ADA Law, Title I, Section 35.107(*)
unless orderwise referenced.
14
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The ADA Coordinator is responsible for reviewing
and investigating the areas of concern identified
and forwarding the results to the HR Director for
determination of action. The City does have a
formal written grievance procedure outlined in City
of Baytown Personnel Manual.9 Timeframes will be
rigorously adhered to for implementation and
resolution of the complaint. Appropriate Civil
Service laws will govern the process for covered
employees"
Any City employee that is aware of a potential
problem or who receives a complaint from a
customer, the public, or visitor, should forward
the information to the ADA Coordinator for review.
B. APPLICANTS
Any applicant for employment that is not selected
for hire and feels that the failure to be selected
is based on the applicant being perceived as an
individual with a disability is encouraged to
contact the ADA Coordinator with their concerns
either formally or informally within five (5) days
from the closing date of the vacancy notice.
Informal complaints (telephone inquiries) will be
handled informally but will be documented in
regards to actions taken. Any written complaint
will be responded to within 10 working days. The
complaintant is encouraged to utilize the
appropriate form available through the Human
Resources Department (The City of Baytown ADA
Complaint Form - HR 93-5) . When a complaint is
received, the ADA Coordinator will set up a meeting
with the complaintant to determine the full scope
of the concerns identified.
Within 10 working days from the meeting, the ADA
Coordinator will provide a report to the HR
Director with recommendations of the next action to
be taken. The processes described in Part I,
Section VI - Reasonable Accommodations, Subsection
A. - Decision Process will be utilized as needed.
9City of Baytown Personnel Manual, Chapter 4 - Probation, Section 4 -
Appeal of Failure of Probation; and Chapter 10 - Discipline, Appeals, and
Grievance, Section 8 - Appeal of Disciplinary Action and Section 9 - Grievance
Procedure.
10 LocalGovernment Code, Title 5, Chapter 143. Municipal Civil Service,
Subchapter D - Disciplinary Actions - 143.051-057.
15
2193
The applicant is encouraged to contact the HR
Director if they are not fully satisfied with the
response process utilized by the ADA Coordinator
regarding their complaint.
C. CUSTOMERS/PUBLIC/VISITORS
Customers, Public, and Visitors to the City that
recognize a potential ADA related problem are
encouraged to notify the ADA Coordinator or HR
Director of those areas of concern. The ADA
Coordinator will discuss the potential problem(s) ,
methods of resolution, and within 10 working days
of receipt of notification of the problem will
respond to the inquiry made. The City of Baytown
ADA Self-Evaluation Plan Comment Form (HR 93-4) is
the suggested, but not required, method of
documenting the potential problems identified. The
processes described in Part I, Section VI -
Reasonable Accommodations, Subsection A. - Decision
Process will be utilized as needed.
VI. BENEFITS AND SERVICE
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 (b) (1) (i) -(iv)
for State and Local Governments, the following actions
have been taken:
Review of current contractual licensing processes did not
identify any processes that would discriminate against
individuals with disabilities. Further attempts will be
made to identify and utilize the services of such
contractors that meet the ADA guidelines through the
employment of individuals with disabilities. Further
review will be conducted to ensure that they are afforded
equal opportunity to obtain the same result, to gain the
same benefit, and/or to reach the same level of
achievement as that afforded to other individuals and
that they are not provided differently or separately
unless such action is necessary to ensure that services
are as effective as those provided to others.
16
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VII. ASSISTANCE TO INDIVIDUALS THAT DISCRIMINATE
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 3 5. 13 0 (b) (1) (v) for
State and Local Governments, the following actions have
been taken:
35. 130 The City has developed a formal commitment to the
prevention of discrimination. Therefore, the City agrees
that it will not knowingly provide significant assistance
to anyone that knowingly discriminates on the basis of
disability in providing any aid, benefit, or service to
beneficiaries of the City's public programs.
VIII. PLANNING AND/OR ADVISORY BOARDS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 (b) (2) for
State and Local Governments, the following actions have
been taken:
* (b) (2) All citizens of Baytown are encouraged to volunteer to
participate on the City's planning and/or advisory
boards. While no formal actions to encourage individuals
with disabilities specifically to apply have occurred in
the past, actions will be taken in the future to identify
and encourage direct participation by individuals with
disabilities through contacts with organizations that may
be able to assist in the identification of qualified,
interested individuals with disabilities.
IX. STANDARDS, CRITERIA, AND/OR METHODS OF ADMINISTRATION
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130(b) (3) for
State and Local Governments, the following actions have
been taken:
(b) (3) Audits of the City' s practices ensure that the City does
not utilize, directly and/or through contractual or other
arrangements, standards, criteria, or methods of
administration that:
1. Have the effect of subjecting qualified individuals
with disabilities to discrimination on the basis of
disability;
*( )brackets cross-reference ADA Law, Title I, Section 35.130(*)
unless orderwise referenced.
17
2195
2 . Have the purpose or effect of defeating or
substantially impairing accomplishment of the
objectives of the City' s program with respect to
individuals with disabilities; or
3 . Perpetuate the discrimination of another public
entity.
X. FACILITY SELECTION
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 (b) (4) for
State and Local Governments, the following actions have
been taken:
(b) (4) Each time that the opportunity for facility changes
occur, the City' s facility selection criteria takes into
consideration the effects of accomplishing the objectives
of the service, program, and/or activity for individuals
with disabilities.
XI. SELECTION OF PROCUREMENT CONTRACTORS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 (b) (5) for
State and Local Governments, the following actions have
been taken:
(b) (5) In making a selection of procurement contractors, the
City uses a selection criteria that will not knowingly
subject qualified individuals with disabilities to
discrimination.
XII. ACCESS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 for State and
Local Governments, the following actions have been taken:
A. LICENSING AND CERTIFICATION PROGRAMS
(b) (6) The City's processes for administering licensing
and certification programs are conducted in such a
manner that allows qualified individuals with
disabilities equal access.
18
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B. MODIFICATIONS
(b) (7) The City has made and will continue to make
numerous reasonable modifications to policies,
practices, and procedures, when such modifications
are necessary to offer goods or services, etc. , to
individuals with disabilities, unless doing so
would fundamentally alter the goods or services or
cause undue hardship to the City.
(b) (8) The City' s eligibility criteria is set to prevent
discrimination and will not knowingly screen out
individuals with disabilities unless such criteria
is shown to be necessary for the provision of the
goods, services, etc. , being offered by the City
and would cause undue hardship to do otherwise.
(d) The City' s administration of services, programs,
and activities are conducted in the most integrated
settings appropriate to the needs of qualified
individuals with disabilities.
XIII. GUARDIAN DECISIONS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 for State and
Local Governments, the following actions have been taken:
(e) (1-2) The City does not require an individual with a disability
to accept an accommodation, aid, service, opportunity, or
benefit, designed to provide the individual with an equal
opportunity to participate, when the individual chooses
not to accept the accommodation. Nor will the City
knowingly allow the representative or guardian of an
individual with a disability autonomous authority to
decline food, water, medical treatment, or medical
services for that individual without reviewing the legal
aspects of such a decision. Any questions should be
forwarded to the ADA Coordinator for conference with the
Director of Human Resources and City Attorney for
consideration of ADA Panel review.
19
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XIV. SURCHARGES
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 for State and
Local Governments, the following actions have been
taken:
(f) The City does not place a surcharge on a particular
individual with a disability or any group of individuals
with disabilities.
XV. AGAINST INDIVIDUALS HAVING FRIENDS OR RELATIVES WITH
DISABILITIES
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 130 for State and
Local Governments, the following actions have been taken:
(g) The City' s policies ensure that all people, regardless of
their association, friendship, or relationship to
individuals with disabilities, are provided goods,
services, facilities, privileges, advantages,
accommodations, and other opportunities on a
nondiscriminatory basis.
XVI. CURRENT USERS OF ILLEGAL DRUGS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 131 for State and
Local Governments, the following actions have been taken:
The City commits to provide equal access to otherwise
qualified individuals who are not engaged in current
illegal use of drugs.
XVII. MAINTENANCE OF FACILITIES
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 133 for State and
Local Governments, the following actions have been taken:
The City makes every good faith effort to maintain in
operable working condition those features of facilities
and equipment that are required to be readily accessible
to and usable by persons with disabilities.
20
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XVIII. RETALIATION
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 134 for State and
Local Governments, and Section 1630. 12 for Employment
under Part I, the following actions have been taken:
In the adoption of the BSEP, the City of Baytown
reaffirms that it does not, nor will it do business with,
discriminate against, coerce, intimidate, threaten, or
interfere with any individual because that individual has
opposed any act or practice made unlawful by the ADA, or
because that individual made a charge, testified,
assisted, or participated in any manner in an
investigation, proceeding, or hearing under the ADA, or
because that individual exercised, enjoyed or aided or
encouraged any other individual in the exercise or
enjoyment of any right granted or protected by the ADA.
XIX. PROGRAM ACCESSIBILITY
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 150 for State and
Local Governments, the following actions have been taken:
(a) The City has made progress in its attempts to make each
service, program, and activity, when viewed in its
entirely, readily accessible to and usable by individuals
with disabilities. The process has not been completed,
but continuous modification programs are under-
development. (See Appendix B for current status) . Many
of the necessary alternations will be completed during
1993-1996 using the appropriated bonds allocated for the
projects. In the meantime, individuals with disabilities
are receiving benefits and services provided by the City
as a public entity.
(b) (2) A. HISTORIC PRESERVATION PROGRAMS
Careful review is being conducted to develop
methods that provide physical access to individuals
with disabilities into historic properties.
Alternations to historic properties comply, to the
maximum extent feasible, with Section 35. 151 (d) (1)
and Section 35. 151 (d) (2) guidelines.
21
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XX. TRANSITION PLANS
In accordance with 28 CFR Part 35 of the Department of
Justice Title II Regulations Section 35. 150 for State and
Local Governments, the following actions have been taken:
(c) A. FACILITIES CONSTRUCTED AFTER JANUARY 26, 1992
Where structural changes in facilities are
undertaken to comply with the obligations for
program access, the changes are scheduled for
completion by January 26, 1995. Furthermore, the
City recognizes that each facility or part of a
facility constructed by, on behalf of, or for the
use of the City are to be designed and constructed
in such a manner that the facility or part of the
facility is readily accessible to and usable by
individuals with disabilities, as required by
Section 35 . 151 (a) and Section 35. 151 (b) .
(d) (1) B. FACILITIES BEGUN AFTER JANUARY 26, 1991 BUT WITHIN
SIX MONTHS OF JANUARY 26, 1992
Where structural changes in facilities are
undertaken to comply with the obligations for
program access, a transition plan setting forth the
steps necessary to complete the changes has been
developed. The City provides opportunities for
interested individuals with disabilities or
organizations representing individuals with
disabilities to participate in the development of
the transition documents by submitting comments. A
copy of the transition documents are available for
public inspection upon request made to the ADA
Coordinator.
*( )brackets cross-reference ADA Law, Title I, Section 35.150(*)
unless orderwise referenced.
22
2200
(d) (2) C. STREETS, ROADS, OR WALKWAYS
The transition plan includes a schedule for
providing curb ramps or other sloped areas where
pedestrian walks cross curbs that gives priority to
walkways serving entities covered by the ADA,
including government offices and facilities,
transportation, places of public accommodations,
and employers, followed by walkways serving other
areas. Furthermore, all newly constructed or
altered streets, roads, and highways will contain
curb ramps or other sloped areas at any
intersection having curbs or other barriers to
entry from a street level pedestrian walkway, in
accordance with Section 35. 151(e) (1) . And newly
constructed or altered street level pedestrian
walkway will contain curb ramps or other sloped
areas at intersections to streets, roads, and
highways, in accordance with Section 35. 151 (e) (2) .
D. MINIMUM REQUIREMENTS
(d) (3) The transition documents, include but are not
limited to the following items:
1. Identifies physical obstacles in the City of
Baytown' s facilities that limit the
accessibility of its programs or activities to
individuals with disabilities (summary
included in Appendix B, full documents
available for review upon request) ;
2 . Describes in detail the methods that will be
used to make the facilities accessible (full
report available upon request) ;
3 . Specifies the schedule for taking the steps
necessary to achieve compliance, and when time
period of the transition plan is longer than
one year, identifies steps that will be taken
during each year of the transition period
(full report available upon request) ;
4 . Indicates that Bobby Rountree, as the City
Manager, is the City Official ultimately
responsible for implementation of the plan
with the delegation of responsibilities
falling to the various Department Directors
and the ADA Coordinator.
23
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XXI. COMMUNICATIONS
A. ENSURING EQUALLY
In accordance with 28 CFR Part 35 of the Department
of Justice Title II Regulations Section 35. 106 for
State and Local Governments, the following actions
have been taken:
(a) The City takes steps to ensure that communications
with applicants, participants, and members of the
public with disabilities are as effective as
communications with others when a need to provide
accommodation is known.
B. AUXILIARY AIDS AND SERVICES
(b) (1) As known accommodations become apparent, the City
furnishes appropriate auxiliary aids and services,
where and when needed, to afford an individual with
a disability an equal opportunity to participate
in, and enjoy the benefits of, a service, program
or activity conducted by the City.
(2) 1. The type of auxiliary aid and service is
primarily determined by requests of the
individual with disabilities.
35. 161 2 . When it is necessary to communicate by
telephone with applicants and beneficiaries, a
relay of information can be conducted through
the City' s Telecommunication TDD.
35. 162 3 . The City has telephone emergency services,
including 991 services, and is able to provide
direct access to individuals who use TDD's and
computer modems.
35 . 163 (a) 4 . By contacting the ADA Coordinator, the City
can provided interested persons, including
persons with impaired vision or hearing, with
information as to the existence and location
of accessible services, activities, and
facilities.
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2202
C. SIGN POSTINGS
35. 163 (b) In all inaccessible entrances to each facility,
signs will be posted, directing users to an
accessible entrance or to a location at which they
can obtain information about accessible facilities.
In all accessible facilities, the international
symbol for accessibility will be posted at each
accessible entrance.
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2203
XXII. CLOSING SUMMARY
In the process of developing the Self-Evaluation Plan,
the City has attempted to give an overall review of its compliance
with the current Americans with Disabilities Act (ADA) . The City
has made many good faith efforts to comply with the provisions of
the regulations and recognizes that additional audits, reviews,
modifications, and restructuring of current programs and facilities
will have to be continuously monitored, updated, revised, and
enhanced for the benefit of individuals with disabilities. The
Department Heads and employees continue to work diligently on the
necessary program implementations. While the total program is not
in place, the dedication to making the programs of the City
accessible to all who wish to participate should be noted and
recognized as the City moves forward in its attempts to become
fully incompliance with the ever changing ADA related laws and
regulations.
26
2204
APPENDICES
APPENDIX A. LIST OF INTERESTED PERSONS CONSULTED
APPENDIX B. SUMMARY DESCRIPTION OF AREAS EXAMINED
AND PROBLEMS IDENTIFIED:
1. NOTABLE FINDINGS (Nov. - Dec. 1991)
2. ASSESSMENT OF RECOMMENDED
MODIFICATIONS
APPENDIX C. A DESCRIPTION OF ANY MODIFICATIONS MADE
1. SELF-EVALUATION OF PROGRAMS
ACCESSIBILITY: Date of Evaluation
- January 25, 1993
2. ADA ACCESSIBILITY GUIDELINES/COSTS
APPENDIX D. FORMS:
1. ADA SELF-EVALUATION PLAN
COMMENT FORM MR Form 93-4)
2. ADA COMPLAINT FORM
(HR Form 93-5)
2206
APPENDIX A. LIST OF INTERESTED PERSONS CONSULTED
2206
LIST OF INTERESTED INDIVIDUALS CONTACTED
Wendy Wilkinson
Southwest Disability and Business
Technical Assistance Center for
Region VI
2323 S. Shepherd, Suite 1000
Houston, TX 77019
(713) 520-0232
Joe Bontke, Vice-President
Accessibility Consultants, Inc.
11 Greenway Plaza, Suite 2218
Houston, TX 77046
(713) 840-7979
Patsy Dowling
Baytown Association for the Retarded
112 Redbud Lane
Baytown, TX 77520
(713) 424-8105
Dave Hancock
Nightingale Rehabilitation
5802 Holly Street
Houston, TX 77074
(713) 981-1543
Lighthouse of Houston
3530 West Dallas
Houston, TX 77019
(713) 527-9561 x 403
Texas Rehabilitation Commission
Houston Regional Office
7211 Regency Square Building
Houston, TX 77036
(713) 977-2614
2209
APPENDIX B. SUMMARY DESCRIPTION OF AREAS EXAMINED
AND PROBLEMS IDENTIFIED:
1. NOTABLE FINDINGS (Nov. - Dec. 1991)
2. ASSESSMENT OF RECOMMENDED
MODIFICATIONS
2210
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: CITY HALL
The City Hall , built in 1967 , has both a ground floor and a
basement. Refurbishment plans have been estimated by Baytown
personnel to be scheduled in the 1996-97 time frame.
1. PUBLIC ACCESSIBILITY:
PARKING LOT:
3 designated spaces; not wide enough; spaces are on a one way
that does not allow for unloading a wheelchair from a lift
without parking in the traffic lane. Signage is not easily
seen until the vehicle is close to the space.
ENTRANCES:
None of the entrances are marked as being accessible, but
there is an entrance close to the spaces marked for handi-
capped parking that has a ramp. The ramp is 4 . 5-5 degrees,
and there is a curb cut, but handrails should be provided. In
addition, a level landing is not provided near the door, so a
wheelchair can roll backwards.
The front doors are 32" wide, but too heavy. Outside entrance
doors require 10 lbs. of pull , and the inner doors require 12
lbs. When the doors are open, there is only about 21" of
space between the doors .
The other entrances are not accessible. Problems with other
entrances are:
Back door leading to Community Center - Stairs only; no ramp;
no handrails on the stairs.
Single ground floor door next to basement steps - Too narrow
and requires too much exertion.
Basement steps - no hand rail
Back door (south) - dead bolt latches are too high.
RESTROOMS:
There are no accessible restrooms in City Hall . The restrooms
were not designed to be accessible, so the barriers are
numerous. There is one men's room with a high seat and grab
2211
bars, but it is too small and is further crowded by furniture
and supplies outside and inside the bathroom.
INSIDE DOORS AND HALLWAYS:
Many of the hallways and corridors would be accessible but for
the supplies, equipment, files , and other items in the
hallways. Most of these corridors are not needed for public
access. Offices that might occasionally be used by the
public, for example the attorneys office, have furniture
arranged in such as way as to make it inaccessible. Down-
stairs there are file cabinets and boxes in the hallway.
Much of the difficulty lies in the overall lack of space.
USE OF COMMON EQUIPMENT:
OTHER:
Signs are not needed until areas are made accessible.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
The lunchroom is downstairs , and there is no elevator avail-
able. This is not an area that needs to be accessible to the
public, but could pose a problem for an employee.
221E
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Community Center
1 . PUBLIC ACCESSIBILITY:
PARKING LOT:
Parking spaces are not wide enough to allow right side
unloading form a lift. The space is marked with a sign.
ENTRANCES:
There are two main entrances. The entrance facing City Hall
is level and accessible, but the exit at City Hall that it
faces has stairs. There is no easy route between the build-
ings. This entrance is not easily reached by any accessible
route because the handicapped parking spaces are on the
opposite side of the building.
The entrance near the handicapped parking spaces has a ramp
with handrails and appropriate slope. The handrail has an
extension 12" beyond the end of the ramp. The ramp appears to
have been designed adequately. Next to the ramp are stairs,
also with a handrail . This rail , however, does not have an
extension beyond the top and bottom of the stairs.
The entrance doors are wide enough, but require 12 lbs. of
pull on the west side and 10 lbs. on the east door.
RESTROOMS:
Restroom entrance doors are 32" The men's room has one stall
with grab bars and a floor mounted seat. The stall door is
only 2911 wide. The urinal rim is 23 1/2" high, and should be
not more than 19" . Paper towels are 62" high. There is not
enough knee clearance under the sinks - should be 27" and is
only 23 . 511 .
The ladies room was not measured.
INSIDE DOORS AND HALLWAYS :
Wide corridors and hallways. There is some question about the
accessibility of the stage - this was not specifically
checked.
2213
USE OF COMMON EQUIPMENT:
The public pay phone is 67" from the ground - too high. It
does not have a volume control .
OTHER:
No signs showing the international symbol of accessibility for
entrances or bathrooms.
2214
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Library
The date of original construction was 1963 . Additions and
remodeling were done in 1975 and 1976 . Refurbishing plans are
set for 1993 .
1 . PUBLIC ACCESSIBILITY:
PARKING LOT:
Seventy-seven spaces were counted total , and three were desig-
nated for the handicapped. There should be four, and they
should have signs designating the spaces. The signs were
apparently removed for aesthetic reasons.
Spaces are not wide enough, and are not situated in proper
relationship to the ramp. To get onto the ramp, the person
must go out into the vehicle traffic path.
ENTRANCES•
The ramp is 3 .5-4 . 5 degrees , but does not have a handrail. It
has a level surface at the top of the ramp in front of the
door, however, the vertical lip between the level area and the
ramp exceeds the 1/2" limit. This threshold is 1 1/211 , making
it very difficult to go from the ramp into the library in a
wheelchair.
The entrance is not designated with an accessibility sign.
The public entrance door is 32" wide, and requires only 5 lbs.
of pressure to open.
RESTROOMS:
The restrooms in the library are not accessible. The doors
are only 29" wide. In addition, there is a quick 90 degree
turn just after entering the restroom, but inadequate space to
maneuver the turn. There are two doors, and only 27" between
the two doors. There is inadequate space in the restrooms for
maneuvering, and space under the sink is only 22" . There
were grab bars in the stalls, but toilet paper dispensers
protrude and limit available space in stall.
2215
INSIDE DOORS AND HALLWAYS:
Walkways between bookcases should be 36" . In the children's
area it ranges from 28 . 5-30.511 . Most of the walkways in other
areas of the library are 3511 , just shy of the 36" needed.
There are trash cans at the end of each set of bookshelves
that reduce the space available between the bookcases and the
study desks . The space would be adequate were it not for the
trash cans .
Another problem is the public study areas, or small workrooms.
The doors are all 29" wide. Most of the interior doors in the
library are only 28" or 29" wide.
USE OF COMMON EQUIPMENT:
The drinking fountain is 42" high instead of 36" .
The fire extinguisher near the front door is not reachable by
a person in a wheelchair.
OTHER:
Carpet pad in the conference room makes it difficult to move
in a wheelchair.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
Employee bathroom doors are 24"-29" . The bathrooms are small
and have obstacles near the entrances .
2216
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Police Station
1 . PUBLIC ACCESSIBILITY:
PARKING LOT:
Two handicapped parking spaces exist, with proper signage and
dimensions. The total number of parking spots was not
verified. The ramp is wide enough, the incline slope is 3 .5
degrees, but does have a handrail . The handrail could be
improved by adding a 12" extension at both the upper and lower
ends.
ENTRANCES:
The front entrance doors required 12 lbs. of exertion force to
pull them open. Doors are double sets , but the interior doors
are far enough from the outside doors (over 48" of clearance)
to be alright. Other outside exits required 11 lbs . of
exertion and were less than 32" .
RESTROOMS:
The front lobby doors for the men's and women's restrooms were
only 29" wide. One of the doors required 10 lbs . of exertion
force to open it.
The mirror in the women's bathroom starts at 48" from the
floor (should be no higher than 4011 ) . The toilet that is wall
mounted is in a stall with a door only 29" wide. The hook in
the stall for hanging a coat is at 66" . The hot water pipes
under the sink are not insulated.
The men's restroom mirror starts at 52" (should be no more
than 40" ) . The urinals rim is too high at 24" . The toilet
seat is too high at 21" . The hot water pipes are not
insulated.
INSIDE DOORS AND HALLWAYS:
A sampling of the inside doors identified a wide range of door
widths , from 21 . 5" - 31 .511 , all too narrow. A great, number
of the doors were very narrow. There was a mixture of levers
and round knobs . One door had the key lock too high at 56. 511 .
2217
The partitions in the Detective Division were only 26 . 5"
apart. The visitor's door in the jail was only 20" wide, with
1" threshold lips. The first cell also had a 1" threshold and
narrow doors of only 24 - 25 " .
USE OF COMMON EQUIPMENT:
The public phone in the jail required a reach to 66" to insert
coins. The front lobby telephone coin insert height was too
high at 68 .511 . Neither phone had a volume control .
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
Temperature controls were found to sometimes be mounted as
high as 67" . The alarm in the property room was 58" High.
File cabinets were stacked with three drawer cabinets resting
on top of four drawer files. A "Fire Extinguisher" sign was
posted on door #5 (Generator Room) , which was locked, with no
fire extinguisher in sight. The "Dispatch Area/Radio Phone
Room" had only 23" doors.
221$
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SI Municipal Court
1 . PUBLIC ACCESSIBILITY:
PARKING LOT:
(Same parking lot as the Police Station) Two handicapped
parking spaces exist, with proper signage and dimensions.
The total number of parking spots was not verified. The ramp
is wide enough, the incline slope is 3 .5 degrees , but does
have a handrail . The handrail could be improved by adding a
12" extension at both the upper and lower ends .
ENTRANCES:
The exertion force to open these doors was not measured. If
they are the same as the police Department doors they may
require excessive exertion.
RESTROOMS:
It is assumed the public uses the bathrooms in the Police
Station Lobby.
INSIDE DOORS AND HALLWAYS:
It is assumed the public does not use the inside doors in the
Municipal Court.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
Doors for storage areas and supplies were narrow at 25" . The
side door to the Court Room was very hard to open at 15 - 18
lbs. exertion required. The back "exit" door was only 24 . 511 ,
required 21 lbs. of exertion to open, and had no ramp. The
bathroom door was only 21" wide.
2219
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Police Garage
1. PUBLIC ACCESSIBILITY:
The Police Garage is not a Public Access Building.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
The Gas Pump area entrance to the garage has three steps and
no ramp. The interior of the garage is wide open and is
highly accessible except for the loft, which only has stairs ,
where tires and other supplies are kept.
2220
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Fire Department
The Fire Department building was built in 1987 .
1 . PUBLIC ACCESSIBILITY:
PARKING LOT•
The designated handicapped parking space has no upright
signage, the ramp is too short, causing an incline slope of
more than 5 degrees , and too narrow (only 32 " wide) with no
handrail .
ENTRANCES:
The slope leading to the front door is 4 . 5 degrees , but has no
handrail . The front doors are a full 32" but are hard to open
requiring 14 lbs. of exertion.
RESTROOMS:
There is one restroom that is identified as "Handicapped
Accessible" and is well designed with a multitude of accessi-
ble features such as wide doors, wall mounted toilet, insulat-
ed and protected under sink area with space for knees, levered
handles for the sink faucets, 40" high mirror, etc. However
the door requires 15 lbs. of exertion to open and the light
switch is at 56" . Also, the "accessible" restroom is unisex,
but contains no machines for acquiring feminine hygiene
products .
INSIDE DOORS AND HALLWAYS:
The interior doors are all very accessible, minimum of 3211
widths with lever handles. The hallways are all very wide at
5'8" .
USE OF COMMON EQUIPMENT:
The drinking fountains and the fire extinguishers are all well
set for dimensions.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
The paper towel dispenser in the employee lounge is high at
69" . The side exit from the building requires 13 lbs. of
exertion to open.
222&
CITY OF BAYTOWN, TEXAS (NOV. - Dec. 1991)
NOTABLE FINDINGS
SITE: City Hall Annex (Health Department)
1 . PUBLIC ACCESSIBILITY:
PARKING LOT•
The front entrance only has parking on the street. The rear
of the building has a parking lot with a ramp, however, the
ramp is a 7 degree incline which is steep.
ENTRANCES:
The back door requires 14 lbs. of exertion to open and is only
29" wide.
RESTROOMS:
The restrooms are not accessible with narrow doors at 2911 , no
accessible stalls , no insulation from hot water pipes , hand
towels are at 6011 , other hand controls are at 6111 , and the
mirrors are at 50" .
INSIDE DOORS AND HALLWAYS:
The storeroom/kitchen door is only 28" wide and is partially
blocked by a file cabinet. There is no elevator to get to the
2nd floor Health Department, only stairs. once upstairs the
doors are sufficiently wide ( 3211 ) and the hallways are wide
too at 518"
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
The floor height difference from the hallway in the Health
Department to the "Radioactive" designated storage room begins
with a 3" threshold lip and drops 9 .5" on the inside of the
room. The door height is only 518" .
222k
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Public Works Building (Municipal Services Center)
The Municipal Services Center was built in 1974 .
1 . PUBLIC ACCESSIBILITY:
It did not appear that this building is frequented regularly
by the public.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
The entrance door is a little narrow at 31" and requires an
exertion force of 10 lbs. to open. The threshold is high at
3 . 25" . The ramp in front of the building is steep at 9
degrees.
The employee restrooms are not accessible , having 23" doors
for the stalls , no under sink clearance.
The inside doors are predominantly narrow at 29 . 511 .
The side exit requires an exertion of 10 lbs. to open.
The drinking fountain spout is high at 42" .
The office has only 22" between the copy machine and the door.
An employee in a wheelchair would have difficulty reaching the
fire extinguisher in the office due to location and obstacles
to reaching.
2223
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Planning & Traffic / Community Development ( "Administration
Building" )
1 . PUBLIC ACCESSIBILITY:
PARKING LOT:
One designated handicapped parking spot exist in a lot
accommodating about 18 vehicles, but apparently is being used
by an employee regularly, leaving none for the public.
ENTRANCES•
The front of the building entrance is not accessible since
their are stairs, but no ramp. The doors are wide enough
though ( 3211 ) and need only 6 lbs . of exertion to open.
The door opening to the parking lot on the side is the most
accessible entrance, but has many barriers. The parking lot
is very uneven and rutted,with gravel , potholes and fluctuat-
ing slope angles. The door has a threshold that is too high
at 1 .25" and is very heavy to open requiring 27 lbs. of
exertion force.
RESTROOMS:
Doors are light to open and wide enough, but there are no
accessible stalls.
INSIDE DOORS AND HALLWAYS:
Doors are light to open, but only have knobs , no lever type
handles.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
Sink in lunch room has round rather than lever type faucet
handles.
2224
CITY OF BAYTOWN, TEXAS (Nov. - Dec. 1991)
NOTABLE FINDINGS
SITE: Water Department (BAWA)
The Water Department building was built in 1980 .
1 . PUBLIC ACCESSIBILITY:
It is assumed the public does not generally need access to
this building.
2. ADDITIONAL FINDINGS THAT WOULD AFFECT EMPLOYEE ACCOMMODATION:
There are no marked handicapped parking spaces.
There is a ramp with handrails at a 4 degree slope.
The front door is a little narrow at 31" and requires 9 lbs.
exertion to open. Exit door near the showers is only 29.5 "
wide and requires 11 lbs. of exertion force. The exit door
off the lab leads just to stairs and is very hard to open
requiring 52 lbs. of exertion force.
The front hallway has a short nap carpet, but a thick pad
which would be difficult for wheelchair traction.
The only route to the basement and plant is by stairs.
The water fountain spout is high at 40" .
The bathroom mirrors are high beginning at 45" , the towel
holders are also high at 6011 , sanitary products are high to
reach at 5711 , and there is no insulation on the hot water
pipes underneath the sinks. The toilet is wall mounted, but
the seat is high at 21 . 511 .
The time clock is mounted high at 56" .
The safety shower pull cord is high at 71" .
The shower room would not be accessible since it has very high
thresholds.
2225
Report valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
SAWA
Parking No marked handicapped spaces. I MARK PARKING SPACES WITH PAINT AND UPRIGHT
SIGNAGE.
Entrances Front doorway narrow, door too heavy. Side A WIDEN DOORWAYS TO 32".
exits doors too narrow and heavy. A REDUCE DOORWAY TENSION TO B POUNDS.
Restroo m Mirrors, toilet seat, towel holders and A LOWER TOWEL BAR, AND SANITARY PRODUCTS TO
sanitary Products mounted too high. Pipes 54", MIRROR TO 401-, TOILET SEAT TO 19".
under sink uninsulated. A INSULATE UNDERSINK PIPES.
Hallways and doors Pad under front hallway carpet could inpede A REDUCE PAD THICKNESS.
msnuverability.
Other Basment and Plant inaccessible. x NO MODIFICATION POSSIBLE.
Shower roan inaccessible due to high A REDESIGN FOR WHEELCHAIR ACCESSIBILITY.
thresholds.
Tim clock, safety shower pull and water A LOWER TIME CLOCK.
fountain spout too high. A LOWER FOUNTAIN OR INSTALL SIDE-SPIGOT.
A LENGTHEN SAFETY SHOWER CORD TO BRING WITHIN
54" OF THE FLOOR.
I As soon as possible
N As soon as Practicable
A AS need arises
x No reasonable modification possible
2226
Report valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
CITY HALL
Parking Spaces inadequate: both too narrow and I REPAINT RESERVED PARKING ON OTHER SIDE
on wrong side of one-way loop. Presently OF ONE-WAY LOOP. MOVE SIGNS TO BE MORE
do not allow exit fron lift van without VISIBLE.
improper parking, impeding traffic flow.
Signage not easily visible.
Entrances Not marked as accessible. East entrance I MARK ENTRANCE AS ACCESSIBLE.
accessible, but ogle of slope exceeds I INSTALL HANDRAIL AT RAMP.
five degrees, Lacks required five foot N ADD ADDITIONAL SURFACE MATERIAL IN FRONT
Leval space in front of doorway. Doors OF DOORWAY TO MAKE A LEVEL SPACE.
are too heavy, and there is inadequate 1 REDUCE TENSION ON DOORWAYS.
clearance between double doorways. N EITHER MODIFY DOUBLE DOORWAY TO MAKE MORE
SPACE, OR ADD SINGLE SIDE DOORWAY WITHIN
ADA SPECIFICATIONS.
West entrance inaccessible due to I INSTALL A RAMP WITHIN ADA SPECIFICATIONS.
stairs. Sae croblame regarding door I EITHER MODIFY DOUBLE DOORWAY TO MAKE MORE
weight and double door space. Wide SPACE, OR ADD SINGLE SIDE DOORWAY WITHIN
stairway not handrailed. ADA SPECIFICATIONS.
I REDUCE TENSION ON DOORWAYS.
I INSTALL CENTER HANDRAIL ON WIDE STAIRWAY.
MARK AS ACCESSIBLE WHEN WORK COMPLETED.
North emergency exit: doorway is too I MARK EXIT : "NOT HANDICAPPED ACCESSIBLE
narrow to act is a wheelchair, door EXIT".
tension is too heavy. Exits to steps I LESSEN DOOR TENSION.
outside.
South emergency exit:deadbolts too high. I MARK EXIT : "NOT HANDICAPPED ACCESSIBLE
Exits to steps outside. Door lacks EXIT".
emergency bar. 1 ADD EMERGENCY BAR TO DOOR.
Basamnt stairs need handrail. N ADD HANDRAIL.
Restroons Undersink clearance in unisex restroom I REMOVE STORED ITEMS AND MARK AS "NO
blocked by stored materials. Restroom STORAGE".
not marked as handicapped accessible. 1 MARK RESTROOM AS ACCESSIBLE, NOTE
Unisex facility Lacks feminine hygeine ACCESSIBILITY BY MAIN RESTRDOMS.
product dispenser. I INSTALL DISPENSER.
Hallways/Doors Interior doors and hallways blocked by 1 CLEAR STORED ITEMS.
stored items.
Other Lunchroom in basement inaccessible tram A IF NEEDED, MAKE LUNCHROOM FACILITIES
first floor. AVAILABLE ON GROUND FLOOR.
I AS soon as possible
N AS soon as possible
A AS need arises
x No reasonable modification possible
2227
Report valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
CITY HALL ANNEX
Parking Signage inedsquete. Ramp in rear of building I MARK ACCESSIBILITY WITH UPRIGHT SIGMAGE.
steep. Parking spaces in rear urmarked. I POST "HANDICAPPED PARKING AT REAR" IN FRONT
OF BUILDING.
1 PAINT SPACES IN REAR, MARK WITH UPRIGHT
1 SIGNAGE.
Entrances Teraion on doors too high. Front door not I DECREASE TENSION ON ALL DOORS. (8 LBS.)
wheelchair accessible, rear doorway too I WIDEN REAR DOORWAY TO 321-.
narrow. I MARK ACCESSIBILITY.
Restrocros Public restrooms inaccessible. Inadequate I WIDEN DOORWAYS (INTERIOR 8 1 STALL) TO 32".
stall space, interior doorways. Undersink I INSULATE UNDERSINK PIPES.
pipes uninsulsted. Dispensers, hand controls I LOWER DISPENSERS, NAND CONTROLS AND MIRRORS
and mirrors too high. Accessibility unmarked. TO 54", 54" AND 40" RESPECTIVELY.
1 MARK ACCESSIBILITY.
Hallways and doors Doorway to first floor kitchen/storeroom too I WIDEN DOORWAY AND MOVE SHELVES OR MAKE
narrow and partially blocked by shelves. ALTERNATIVE KITCHEN/STORAGE AREA AVAILABLE.
Other Second floor of building inaccessible. A DETERMINE NEEDS; INSTALL ELEVATOR, CHAIR-
LIFT OR MAKE ALTERNATIVE ARRANGEMENTS ON
GROUND FLOOR.
I As soon as possible
N As soon as practicable
A As need arises
X No reasonable accomodation possible
2228
Report valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
COMMUNITY CENTER
Parking Spaces at the rosin entrance are not wide I REPAINT PARKING SPACES.
enough for right side unloading fray a lift.
Side parking too narrow, unmarked. I MARK AND REPAINT SIDE SPACES.
Entrances Nest entrance accessible, but handrail I EXTEND HANDRAIL.
needs to be extended near curb.
Door tension too heavy. Accessibility I REDUCE DOOR TENSION.
not marked. I POST ACCESSIBILITY ON ALL ENTRANCES.
Restrooms Stall doors too narrow. Lip of men's roam N WIDEN STALL DOORS. LONER LIP OF URINAL.
urinal too high. Towel dispenser too high. LONER TOWEL DISPENSER. MARK ACCESSIBILITY.
Accessibility not marked.
stage Stage inaccessible. N RAMP STAGE.
I As soon as possible
N As soon as practicable
A As need arises
% No reasonaole mooification possible
2229
Report valued 2/92, bsaed on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
FIRE
Parking Signsge inadequate. Ramp too steep, narrow. 1 MARK ACCESSIBILITY WITH UPRIGHT SIGNAGE.
RERAMP PARKING AREA.
Entrances No Leval area in front of doorway. Tension I DECREASE TENSION ON ALL DOORS. (8 LBS.)
on door too high. Ramp requires a handrail. 1 PROVIDE LEVEL AREA IN FRONT OF DOORWAY.
Accessibility not marked. I MARK ACCESSIBILITY.
I INSTALL A HANDRAIL AT ENTRANCE.
Restrocros Tension on doorway too high. Unisex restroom I DECREASE DOOR TENSION TO 8 POUNDS.
lacks feminine hygeine products. I INSTALL DISPENSER.
Common equipment Paper towl dispenser in lounge inaccessible. I MAINTAIN SOURCE OF TOWELS IN ACCESSIBLE
LOCATION.
I AS coon as possible
N As soon as practicable
A As need arises
x No reasonable modification possible
2230
Report Valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
LIBRARY
Parking Additional parking space required. Spaces 1 REDESIGN PARKING AREAS AND RAMP LAYOUT.
too narrw, and required proper signage. REPAINT PARKING AREAS.
Rasp exits into main traffic flow.
Entrances No handrail at front door ramp. Vertical lip I INSTALL HANDRAIL.
in excess of 1/2" between level area and I ELIMINATE VERTICAL LIP.
reap. Accessibility not marked. I MARK ACCESSIBILITY.
Restrorns All restrooms inaccessible. Public restroans N REDESIGN RESTROOMS AND MARK ACCESSIBILITY.
entryways inaccessible. Interior restroom
manuvering space inadequate. undersink space
inadequate. Toilet paper dispensers protrude
into in-stall manuvering area.
(ways and doors Walkways between bookcases in juvenile area N INCREASE WALKWAY SPACE TO 36".
inadequate. Some walkways between other MOVE OBSTACLES IN FLOOR.
shelves inadequate. Placement of trashcans INCREASE INTERIOR DOORWAYS TO 32- CLEARANCE
in;: accessibility. Interior doorways
inaccessible.
Common equipment Water fountain and fire extinguishers too I LOWER OR SIDE-SPIGOT WATER FOUNTAIN.
high. LOWER FIRE EXTINGUISHER.
Carpet pad in conference roam makes N MODIFY CARPET PAD.
navigation difficult.
1 As soon as possible
N As soon as practicable
A AS need arises
X No reasonable modification possible
2231)
Report valued 2/92, based on 11/91 audit Of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
POLICE/MUNICIPAL COURT
Parking Handrail inadequate. I EXTEND BOTH ENDS OF HANDRAIL.
Entrances Front entrances: Tension on doors too high. I DECREASE TENSION ON ALL DOORS.
Other exits: doors too narrow, tension too I WIDEN EXIT DOORS.
high. Accessibility not marked. I MARK ACCESSIBILITY.
Restrooms Entry doors to public restrooes too narrow. I WIDEN ENTRYWAYS TO PUBLIC REST ROOMS. (32a)
Tension on one door too high. Mirrors and I DECREASE DOOR TENSION TO 8 POUNDS.
coat hooks too high. Stall doors too narrow I LOWER WALL-HUNG MIRRORS AND HOOKS TO 40".
and lip of meh4s urinals too high. Toilet I WIDEN ONE STALL DOOR. (3211)
seat too high. Undersink pipes and drains I LOWER LIP OF URINAL AND TOILET SEAT.
utinsulated. Accessibility unmarked. I INSULATE UNDERSINK PIPES.
I MARK ACCESSIBILITY.
Hallways and doors Many walkways and doorways inaccessible. 1 REDESIGN HALLWAYS TO 36", DOORWAYS To 32w.
Same wall/door hung items inaccessible; e.g., I MOVE OBSTACLES IN FLOOR.
doorlocks, thermostats, alarms. Wide variety I INCREASE INTERIOR DOORWAYS TO 32- CLEARANCE
of doorknobs and levers noted. I USE SINGLE DOOR LEVER TYPE.
Common equipment Some interior partition areas inadequate. I REDESIGN INTERIOR PARTITION AREAS TO ALLOW
Some doorways and vertical lip areas in jail 32m DOORWAY CLEARANCE.
area inadequate. Public phone in jail too I REDESIGN DOORWAYS, THRESHOLD AREAS IN JAIL.
high. Coin drop in front lobby phone too N LOWER PAYPMONES AND ADD VOLUME CONTROL, OR
high. Neither phone has volume control. MAKE ARRANGEMENTS FOR USE OF OTHER PHONES
Filing cabinets inaccessible. AS NEEDED.
A REDESIGN FILING SYSTEM TO ACCOMODATE
IMPAIRMENTS, AS NEEDED.
I As soon as possible
N As soon as practicable
A As need arises
x No reasonable modification possible
2232
Report valued 2/92, based on 11/91 audit of facilities
FACILITY ASSESSMENT OF RECOMMENDED MODIFICATIONS TIME ACTION PLAN
TRAFFIC/PLANNING/COMMUNITY DEVELOPMENT
Parking Parking lot inaccessible. Inadequate marked I GRADE AND RESURFACE PARKING LOT.
parking. I REPAINT PARKING AREA AND INSTALL ADDITIONAL
UPRIGHT SIGNAGE.
Entrances Planning/Comenity Development front entrance 1 POST "HANDICAPPED ENTRANCE/PARKING IN REAR-
inaccessible due to steps. Side entrance is I SIGNAGE TO BE CLEARLY VISIBLE FROM STREET.
inaccessible due to door weight, threshold I REDUCE SIDE DOOR TENSION (B POUNDS).
height and blockage of entrance during I REDUCE THRESHOLD HEIGHT.
meetings. Accessibility is unmarked. I MARK ACCESSIBILITY AND PROHIBIT CLOSING OF
ENTRANCE DURING USE OF CONFERENCE ROOM.
Restrooms Stalls in restroonr are inaccessible due to I WIDEN DOORWAYS 0 STALL) TO 32a.
stall door width.
Hallways and doors No lever handles an doors or on faucets. A REPLACE HANDLES AND SPIGOT WITH LEVER TYPE
between copier and doorway inadequate. HANDLES.
I As soon as possible
N As soon as practible
A As need arises
K No reasonable modification possible
2233
APPENDIX C. A DESCRIPTION OF ANY MODIFICATIONS MADE
1. SELF-EVALUATION OF PROGRAMS
ACCESSIBILITY: Date of Evaluation
- January 25, 1993
2. ADA ACCESSIBILITY GUIDELINES/COSTS
2234
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2240
M E M O R A hi D U M
TO: Bobby Rcjuntree, City Manager
FROM: Jack Cramer, Chief Building Official
SUBJECT: ADA AcLes�ibility t&,iideiires
DATE: March C, 1992,
-----------------------------------------------------------------
The following guidelines are per buiId.inq and cast t0 have
alteraticnns made:
CITY HALL
( 1 ) Install two handicap parking spaces in front r-f city hall ,
south side, and install two on the north side. Striping
" in house" with the installation of 4 upright signs. One
space shall be marked " van accessible. "
$76. 00
2) Dc,Ors - change the inside doors ? east and west sides to
swing bath ways.
$2926. 00
3) Remove four seats in the rear of council chambers to allow
wheelchair seating.
In house
(4) Install concrete ramp on the west entrance to city hall ,
including handrails.
$4500. 00
5) Adjust doors to 8lb. pressure (9) .
$1680.00
6) Widen do r at north exit.
$454.00
(7) Add sidewal4:: and ramp from north exit to east to refuge
area.
$2000. 00
$11 ,636.00
2241
BAWA - Has installed striping and s.ignage. No further
alteration at this Lime.
CITY HALL ANNEX
( 1 ) Adjust tension on door at the West Sterling entrance.
$210. 00
2) Mark:: accessibility ._,n the same entrance.
$10.00
B,th restro-jms need major alterations.
$400o. oO
(4) Doer is kitchen are is unable to widen.
N/A
Paint handicap parking on the West Sterling entrance.
In house
(6) Paint "Nu Park:inq" at the ramp at the West Sterling
entrance. One space shall be marked "van accessible. "
$25. 00
(7) Install two upright siqns.
$28.00
(£3) Install one handicap water fountain.
$500. 00
TOTAL $4, 773. 00
2242
COMMUNITY CENTER
( 1 ) Restrooms - widen entry doors.
$800.00
(2) Install handicap urinal .
$460. 00
(3) Restrooms - senior citizen area.
(4.) Re-paint handicap parking with one "van accessible. ''
In house
(5) Widen Door (Major Project)
$900. 00
(6) Widen stall for handicap and install grab bars.
$200. 00
(7) Install handicap water closet seat .
$100.00
(8) Install paper dispenser.
$100.00
(9) Install handicap urinal .
$450. 00
Women' s Restro gym:
( 10) Widen doer.
$300. 00
2243
11 ) Remove petition in side restroom next to lavatories.
$150.00
1 ) Widen stall f-jr handicap and install drab bars.
$200.00
13) Install handicap water closet seat .
$100.00
( 14) Install paper dispenser .
$100. 00
( 15) Handrails not required on curb ramps.
$-0-
tlb) hdjust tension on all entrance doors (4) .
se40. 00
$13, 690.00
FIRE DEPARTMENT
( 1 ) Adjust tension to 8lbs. on all doors (4) .
$840. 00
2) Paint two handicap park.inq spaces ('�)
In house
(3) Ramp needs minor repairs.
In house
(4) Mark accessibility.
$10.00
(5) Install paper dispenser.
$100. 00
$950.00
2244
POLICE DEPARTMENT
i: 1J Adjust tension -n entry doors.
$2100.00
(2,) Entry ramp acceptable.
N/A
3) Restroc,ms - male and female - widen •4 doors.
$1200.00
4) Lower mirror to 40" and install paper dispenser.
$200. 00
5) Widen one stall in each restroom and install grab bars.
$850.00
G? Install handicap urinal .
$500.00
(7) Paint two handicap parking spaces, one, "van accessible. "
In house
(a) Widen fc,ur d crrs police and municipal court .
$1200.00
(9) Mark: accessibility.
$10. 00
$6,010.00
LIBRARY
( 1 ) Redesign parking, mark: one space "van accessible. "
$30. 00
2245
2) Ramp needs Lome ._asphalt work to cemove lip and also at front
entrance.
In house
! 3) Widen dear to meeting room.
$400. 00t i
14 , Restrooms need major alterations.
$4500.00
(3) Carpet in meeting room acceptable.
(6) Move Juvenile Bookcases to show 36" clearance.
(7) Water fountain acceptable.
(d) Install three upright handicap signs.
$30. 00
(?) Mark accessibility at front door .
( 10) Adjust tension on doers (3) .
$630.00
$5, 590. 00
PLANNING/COMMUNITY DEVELOPMENT
( 1 ) Adjust tension on rear door.
$210. 00
(2) Remove threshold on rear door and remove lip.
In house
O Install grab bars in both restrooms.
$200.00
(4) Install handicap urinal .
$500. 00
(5) Install sign at front that handicap parking is on the side
of the building.
$25. 00
2246
Cb) IRe-biiild park:infa iF =
$8700. 00
( 7) Iharl: _n handicap apace- 'van accessible. ''
In house
$9, 835.00
TOTAL $52, 484. 00
2247
APPENDIX D. FORMS:
1. ADA SELF-EVALUATION PLAN
COMMENT FORM MR Form 93-4)
2. ADA COMPLAINT FORM
(HR Form 93-5)
2248
THE CITY OF BAYTOWN
ADA SELF-EVALUATION PLAN COMMENT FORM
DATE:
TOPIC:
COMMENTS:
Additional information attached: ❑ Yes ❑ No
Fill in if you would like a response:
I would like the City to respond to my comments by:
❑ Telephone ❑ Letter ❑ Other:
Name:
Address:
Telephone:
Response Date: HR Form 93-4 1/93
2249
THE CITY OF BAYTOWN
ADA COMPLAINT FORM
DATE:
PROBLEM: [ ] Not Selected for Interview
[ ] Not Selected After Interview
[ J Other:
JOB TITLE:
DEPARTMENT:
COMMENTS:
Additional information attached: ❑ Yes ❑ No
Fill in if you would like a response:
I would like the City to respond to my comments by:
❑ Telephone ❑ Letter ❑ Other:
Name:
Address:
Telephone:
Response Date: HR Form 93-5 1/93