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"ADA Coordinator" means the employee responsible for coordinating the <br />County's efforts to comply with and carry out its responsibilities under the <br />Americans with Disabilities Act. The ADA Coordinator's duties are <br />assigned to the Equal Opportunity Officer/ADA Coordinator in the <br />Department of Human Resources. <br />"Assistive technology" means any item, piece of equipment, or system <br />whether acquired commercially, modified, or customized that is used to <br />increase, maintain, or improve functional capabilities of individuals with <br />disabilities. Forms of assistive technology include, but are not limited to, <br />screen readers which allow persons who cannot see a visual display to <br />either hear screen content or read the content in Braille, specialized one - <br />handed keyboards which allow an individual to operate a computer with <br />only one hand, and specialized audio amplifiers that allow persons with <br />limited hearing to receive an enhanced audio signal (definition from The <br />Assistive Technology Act of 1998). <br />"Auxiliary aids and services" means, but is not limited to: <br />qualified interpreters, note takers, transcription services, written <br />materials, telephone handset amplifiers, assistive listening systems, <br />telephones compatible with hearing aids, closed caption <br />decoders, open and closed captioning, telecommunications <br />devices for deaf persons, videotext displays, or other effective <br />methods of making aurally delivered materials available to <br />individuals with hearing impairments; <br />qualified readers, taped texts, audio recordings, Brailled materials, <br />large print materials, or other effective methods of making visually <br />delivered materials available to individuals with visual impairments; <br />and <br />• acquisition or modification of equipment or devices and other <br />similar services and actions. <br />"Decision maker" means the supervisor, manager, or other employee <br />responsible for deciding whether a request for accommodation is <br />reasonable and also for implementing it. This includes requests for <br />accommodation for any aspect of the job application process, training, <br />participation in a special event, performance of job duties, modifications <br />to the workplace, and/or access to a benefit of employment. <br />"Direct threat" means a significant risk of substantial harm to the health or <br />safety of the individual or others that cannot be eliminated or reduced by <br />reasonable accommodation. <br />"Disability" means, with respect to an individual:2 <br />