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Roscommon Analytics is committed to providing equal employment opportunities and accessibility to all qualified individuals. As part of this commitment, Roscommon Analytics continually reviews and modifies its website to ensure compliance with the Americans with Disabilities Act (ADA) and relevant implementing regulations.
The ADA prohibits discrimination against qualified individuals on the basis of disability in regard to job application procedures, employee hiring, advancement, or discharge, employee compensation, job training, and other terms, conditions, and privileges of employment. Roscommon Analytics abides by all provisions of the ADA and strictly prohibits violation of its provisions.
Under the ADA, the term “disability” is defined to include an individual with (a) a physical or mental impairment that substantially limits one or more major life activities; (b) a record of such an impairment; or (c) being regarded as having such an impairment.
A “qualified individual” is defined to mean an individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. Absent undue hardship on the operations of the business, the ADA requires covered employers to provide reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability.
Roscommon Analytics maintains an automated intake process for all applicants. If you would like to request an accommodation in connection with the application process, you can contact hr@roscommonanalytics.com.