Suitable Employment – means the jobs or occupations appropriate to the needs of disabled persons and which enhance their skills and provide them which better opportunities for employment. Technical Aids – include equipment, devices and appliances that are used in the prevention, treatment and rehabilitation of disabilities. Terminal – refers to public terminal of different modes usually located at both ends of the route structure and/or part of the turning point where passengers merge to enter/exit from public conveyances and transfer to other modes. It is commonly provided with facilities for layover, inspection and repair arias as well as passenger amenities such as restaurants, rest rooms and lounges. Terminals may include airports, ports and harbors, LRT, PNR, bus and jeepney terminals which may vary from a simple shelter to a multi-level structure. Total Communication Approach – a system of communication which incorporate aural, oral and manual modes of communication involving speech and speech reading, finger spelling and sign language, reading and writing which may be used singly or in multiple combinations to ensure effective interaction with other people and among persons with hearing impairment. Unattached – an unattached disabled person is one who is without a parent, guardian or custodian, and is dependent upon the public for support. Vocational Efficiency – level of vocational proficiency and competency which when attained enables a person to work on an equal footing with other people with similar background and training. Vocational Training – refers to the teaching of relevant occupational skills geared towards gainful employment. RULE II SECTION 1. Equal Opportunity for Employment 1.1 Opportunity for suitable employment. – Opportunity for suitable employment shall be open to all qualified disabled persons. Efforts shall be exerted to provide qualified disabled persons equal opportunity in the selection process based on qualification standards prescribed for a appointment to a position. 1.2 Discrimination in employment. – No individual or entity, whether public or private, shall discriminate against a qualified disabled person by reason of disability in regard to job application procedures; the hiring, promotion, or discharge of employees, employee compensation, job training, and other terms and conditions of employment. The following constitute acts of discrimination: a) Limiting, segregating or classifying a disabled job applicant in such manner that adversely affects his work opportunities; b) Using qualification standards, employment tests or others selection criteria that rule out or tend to rule out a disabled person unless such standards, tests or other selection criteria are shown to be job-related for the position in question and are consistent with business necessity; c) Utilizing standards, criteria or methods of administration that: 1. Have the effect of discrimination on the basis of disability; or 2. Perpetuate the discrimination of others who are subject to common administrative control;