Reasonable Accommodation Sample Clauses

Reasonable Accommodation. In accordance with the Title II of the Americans with Disabilities Act, any person requiring an accommodation at the Bid opening because of a disability must contact the FSA Human Resources at (▇▇▇) ▇▇▇-▇▇▇▇.

Reasonable Accommodation. The prohibition in Subsection 16.1 above is not intended to preclude the Consultant from providing a reasonable accommodation to a person with a disability.

Reasonable Accommodation. The City will make reasonable accommodation for a unit member’s known physical or mental disability unless the City demonstrates that the proposed accommodation will produce undue hardship to the City’s operation or that the City is otherwise not obligated to accommodate the unit member. Reasonable accommodations will be consistent with provisions of this MOU and of Civil Service Rules that affect the unit member being accommodated to the extent the law at the time the accommodation is implemented permits. At the request of the Union, the City agrees to discuss a proposed unit member accommodation with the Union.

Reasonable Accommodation. ‌ Sections 34.1 through 34.3, disability, safety and pregnancy reasonable accommodations of Article 34, Reasonable Accommodation and Disability Separation, apply to represented individuals.

Reasonable Accommodation. Sections 34.1 through 34.4 of Article 34, Reasonable Accommodation and Disability Separation, apply to represented individuals.

Reasonable Accommodation. The Parties agree that they are required to provide reasonable accommodation for persons with disabilities in order to comply with the provisions of the Americans with Disabilities Act and the Fair Employment and Housing Act. The City reserves the right to take any action necessary to comply therewith.

Reasonable Accommodation. ‌ 31.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resources Office will make the reasonable accommodation written procedures available to an employee. 31.2 An employee who believes that they suffer from a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 31.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 31.4 The Employer and the employee will use an interactive process to determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 31.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 31.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 31.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to their separation due to disability. The Employer will provide assi...

Reasonable Accommodation. The prohibition is not intended to preclude the Consultant from providing a reasonable accommodation to a person with a disability.

Reasonable Accommodation. 15.2.1 Members with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 The duty to provide reasonable accommodation must be determined on a case-by- case basis, taking into account all relevant factors. If the Member would be unable to fulfill his/her duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member entitled to an accommodation as set forth above shall inform the University of his/her need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, the University and the Association will assess what potential accommodations are available and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association on a case-by-case basis. If at the end of the process, the Association disagrees with the position taken by the University, the Association reserves the right to grieve on the Member’s behalf. 15.2.4 If the Member is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the accommodation request or the circumstances of the Member or the University.