Interactive Process. An employee may request representation from the Union, not to exceed one (1) City employee, who is not designated as a supervisory employee, and one (1) non-City employee; or two (2) City employees, who are not designated as supervisory employees; or two (2) non-City employees, for any meeting conducted as an interactive process under the Americans with Disabilities Act or the California Fair Employment and Housing Act to identify whether a reasonable accommodation is needed and, if so, what reasonable accommodation might be offered.
Interactive Process. The Parties agree that the option for unit members to work remotely under the full distance learning model will not be available during the In Person hybrid Instructional Model and during the Full In-Person Instructional Model. Depending on the availability of remote work assignments and medical restriction documentation provided by a unit member during an interactive process with the District, the Parties agree that unit member assignments and/or transfers to remote work positions for unit members may be considered to provide reasonable accommodations to unit members with healthcare restrictions. The District will consider placing a certificated substitute in the classroom as a reasonable accommodation while the teacher of record works remotely. The unit member (teacher of record) will be present online during contractual hours and coordinate instruction as appropriate with the certificated substitute. Any transfers under the interactive process shall be temporary and unit members shall be able to return to their original assignment.
Interactive Process. 1. The District shall engage in an interactive process with any unit member who provides documentation of an underlying high-risk condition. Unit members who have a doctor's note indicating a higher risk for illness from COVID-19 because of a serious underlying health condition may request to meet with the District to determine whether the District is obligated to provide alternative work arrangements.
Interactive Process. The applicant/employee, Agency X-X, and/or the RAC (if requested) should be involved in the interactive process and actively participate in identifying effective accommodations that meet the need(s) of the individual. Ongoing, extensive communication between the X-X and/or the RAC and the applicant or employee is especially important in cases where there are unusual or special limitations, challenges, needs or unanticipated obstacles encountered during the RA process. The X-X must document efforts made and resources used during this interactive process to ensure that all options regarding the RA request have been explored. The interactive process may also be used to identify situations when the employee's performance is clearly negatively impacted by the lack of an RA (See Section V., Delays in Providing Reasonable Accommodation). There may be situations where the employee and/or D- M are uncomfortable with discussing sensitive issues related to the RA request. In these instances, the RAC may engage the employee in the interactive process in lieu of the X-X. A X-X may use the interactive process to evaluate and approve requests without extensive medical documentation. However, the interactive process must be used in situations where the X-X knows the employee has a disability, but needs more information regarding the need for the requested accommodation. It should also be used when the X-X has additional questions on how the. RA request addresses the stated limitation. The interactive process should be used and documented before any medical information is requested by the X-X or RAC. Resources that should be used include the JAN or CAP which can be used to help identify possible accommodations (see contact information in Section XII., Resources). JAN includes a model interactive process for the provision of M.
Interactive Process. Any applicant or employee who believes they require an accommodation in order to perform the essential functions of the job should contact the Human Resources Director to request such an accommodation. Upon learning of the possible need for a reasonable accommodation under the ADA, Bannock County shall engage in a process in which the employee, health care provider, supervisor/elected official, and Human Resources each share information about the nature of the disability and the limitations that may affect the employee's ability to perform the essential job duties. This process is referred to as the interactive process and involves a good-faith effort by the County and the employee to discuss the limitations the employee's disability may pose. The purpose of this discussion is to determine what (if any) accommodations may be needed.
Interactive Process. The Parties agree that the option for unit members to work remotely under the full distance learning model will not likely be available during the In Person/Concurrent Instructional Model and during the Full In-Person Instructional Model. Unit members may request a reasonable accommodation through the ADA process. Depending on the availability of remote work assignments and medical restriction documentation provided by a unit member during an interactive process with the District, the Parties agree that unit member assignments and/or transfers to remote work positions for unit members may be considered to provide reasonable accommodations to unit members with healthcare restrictions. The District may consider other options to the extent possible. Any transfers under the interactive process shall be temporary and unit members shall be able to return to their original assignment. Although unit members who serve as caregivers for individuals with underlying conditions or who are impacted by COVID-19 do not fall within the interactive process, the District will consider accommodations for such employees upon request, on a case by case basis.
Interactive Process. By signing below, both the student and instructor have agreed to this plan. The student also agrees to:
Interactive Process. An employee who is disabled will be able to participate in the good faith interactive process so that the City can assess whether a reasonable accommodation can be provided for the employee’s disability. The good faith interactive process consists of a meeting or meetings with the employee and City representatives to compare the employee’s work restrictions to the essential functions of the employee’s job. The parties will engage in a dialogue so that the City can assess whether reasonable accommodation is possible. The employee shall be made aware of their right to representation.
Interactive Process a process to determine the extent to which a disability limits a unit member’s ability to perform job functions and whether or not reasonable accommodations can be made
Interactive Process. Within 20 days of the date of this agreement, the University will initiate an interactive process with the Student to determine any reasonable accommodations necessary to ensure the Student has equal access in the University’s program. Within 30 days of the date of this agreement, the University will provide OCR with documentary evidence that it has initiated the interactive process with the Student.
