Common use of Reasonable Accommodation Clause in Contracts

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 assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 31.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 28.

Reasonable Accommodation. ‌ 31.1 37-1 The Employer City and the Union jointly affirm that reasonable accommodation is the mutual responsibility of not only the employer and employee but of Management and Union as well. To achieve optimum placement of employees requiring accommodation, all components of an accommodation process must work in a co-operative and complementary manner. 37-2 Employees requiring accommodation shall be eligible for placement through the accommodation process. Included within this group are employees who: a) are on sick leave with or without pay; or b) are receiving disability benefits; or c) are receiving Workers’ Compensation benefits; or d) have formally requested and qualify for accommodation under the Manitoba Human Rights Code. 37-3 Employees who are accommodated will comply with all relevant federal and state lawsbe paid at the rate of pay for the classification in which they have been placed as provided for in the Collective Agreement, and regulations providing subject to Article 23 and the Winnipeg Civic Employee’s Long Term Disability Plan. 37-4 To facilitate the placement of eligible employees, departments will maintain a list of eligible employees in order of date eligible for accommodation. Departments will endeavour to accommodate eligible employees within the department in accordance with the principles of reasonable accommodations accommodation, including modification of current position, placement into a suitable vacant position, modification of a vacant position or re-bundling of tasks between positions. 37-5 The Corporate Support Services Department Staffing Branch will maintain a list of all eligible employees for whom placement assistance has been requested, in order of date eligible to qualified individuals with disabilitiesbe accommodated. The Employer Corporate Support Services Department Staffing Branch will maintain written procedures for endeavour to accommodate eligible employees throughout the City in accordance with the principles of reasonable accommodation for qualified individuals with disabilities. Upon requestas noted in Article 37-4. 37-6 In the event of a dispute among the Union, the Human Resources Office employee and the City regarding the suitability of an accommodation on the basis of medically verified capabilities, the matter will make the reasonable accommodation written procedures available be referred to an employeeindependent physician agreed to between the City and the Union for determination. The independent physician will determine whether the candidate is capable of performing the duties and responsibilities identified and this determination will be final and binding on all parties. 31.2 37-7 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 is accommodated in accordance with Article 37-4 or Article 37-5 above, shall be afforded seniority in accordance with the Employer in discussing the need for and possible form provisions of any accommodationArticle 20-6. The Employer may require supporting medical documentation and may require Department may, in accordance with Article 20-1(c) extend the probationary period of 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 period of up to be provided.63 days. 37-8 Once accommodated employees have established seniority as noted in Article 37-7 above, they shall continue to maintain their seniority within their previous classification/department until such time as: 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 a) 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 are found fit to return to employment prior to their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2previous classification/department; or b) years. If reemployedthey are promoted into, upon successful completion of and establish seniority in a regular position where the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break salary provided is no less than that paid in servicetheir previous classification. 31.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 28.

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 qualifyqualifies, 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 assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 31.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 28.

Reasonable Accommodation. ‌ 31.1 The Employer City and the Union jointly affirm that reasonable accommodation is the mutual responsibility of not only the employer and employee but of Management and Union as well. To achieve optimum placement of employees requiring accommodation, all components of an accommodation process must work in a cooperative and complementary manner. 1. Employees requiring accommodation shall be eligible for placement through the accommodation process. Included within this group are employees who: a) are on sick leave; or b) are receiving disability benefits; or c) are receiving Workers’ Compensation benefits; or d) are receiving Manitoba Public Insurance Benefits; or e) have formally requested and qualify for accommodation under the Manitoba Human Rights Code. 2. Employees who are accommodated will comply with all relevant federal and state lawsbe paid at the rate of pay for the classification in which they have been placed as provided for in the Collective Agreement, and subject to Section 1 - Article 6-6(b), Section 1 - Article 24, M.P.I.C. regulations providing and the Winnipeg Civic Employees’ Long Term Disability Plan. 3. To facilitate the placement of eligible employees, Transit will maintain a list of eligible employees in order of date eligible for accommodation. Transit will endeavour to accommodate eligible employees within the Department in accordance with the principles of reasonable accommodations to qualified individuals with disabilitiesaccommodation, including modification of current position, placement into a suitable vacant position, modification of a vacant position or rebundling of tasks between positions. The Employer Department will advise the Union of accommodations required and work jointly with the Union to facilitate the required accommodation. The Department may take into consideration performance ratings and appraisals relevant to the potential accommodation as well as attendance records of the employee from other positions. If an accommodation cannot be made within Transit, a request for assistance will be sent to the Corporate Support Services Department Staffing Branch. After such request is made Transit will continue to search for a placement within the Department. 4. The Corporate Support Services Department Staffing Branch will maintain written procedures a list of all eligible employees for whom placement assistance has been requested, in order of date eligible to be accommodated. The Corporate Support Services Staffing Branch will endeavour to accommodate eligible employees throughout the City in accordance with the principles of reasonable accommodation for qualified individuals as noted in Article 6-6(c)(3). The Corporate Support Services Department Staffing Branch may take into consideration performance ratings and appraisals as well as attendance records of the employee from other positions. The Corporate Support Services Department Staffing Branch will advise the Union of accommodations required and work jointly with disabilitiesthe Union to facilitate the required accommodation. 5. Upon requestIn the event of a dispute regarding the suitability of an accommodation on the basis of medically verified capabilities, the Human Resources Office matter will make the reasonable accommodation written procedures available be referred to an employeeindependent physician agreed to by the parties for determination. The party disputing the suitability of the accommodation and requesting the independent assessment will bear the associated costs. The independent physician will determine whether the employee is capable of performing the duties and responsibilities identified and this determination will be final and binding on all parties. 31.2 6. An employee who believes that they suffer from a disability and requires a reasonable accommodation to perform is accommodated in accordance with Article 6-6(c)(3) above shall be afforded seniority in accordance with the essential functions provisions of their position may request such an accommodation by submitting a request to the EmployerArticle 10-1. 31.3 Employees requesting accommodation must cooperate with 7. If Management, during 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 probation period determines that the employee is unable to perform who has been accommodated in accordance with Article 6-6(c)(4) above does not meet the essential functions requirements of the employee’s position due to a mentalposition, 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 must provide assistance to individuals seeking reemployment under this Article for two (2) yearsweeks’ notice to the Corporate Support Services Department Staffing Branch of their findings, outlining reasons and steps taken to alleviate their concerns. If reemployed, upon successful completion of during the employee’s probationary initial probation period, the time between separation employee accommodated in accordance with Article 6-6(c)(4) above finds the position unsuitable, they must provide two (2) weeks’ written notice to the Corporate Support Services Department Staffing Branch and reemployment will be treated as leave without pay and will not be considered a break in serviceDepartment Management, outlining their concerns. 31.8 8. A disability separation is not a disciplinary action. Disability separation at Department may, before expiry of the probation period, and after discussion with the Union and the employee’s request , extend the probation of an employee who is not subject accommodated in accordance with Articles 6-6(c)(3) or 6-6(c)(4) above for an additional six (6) months. 9. Accommodated employees shall continue to maintain their seniority within their previous classification and Department until such time as: a) the grievance procedure employee is found fit to return to their previous classification and Department; or b) the employee establishes seniority in Article 28a regular position.

Reasonable Accommodation. ‌ 31.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations accommodation 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 assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 31.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 28.

Reasonable Accommodation. ‌ 31.1 37-1 The Employer City and the Union jointly affirm that reasonable accommodation is the mutual responsibility of not only the employer and employee but of Management and Union as well. To achieve optimum placement of employees requiring accommodation, all components of an accommodation process must work in a co-operative and complementary manner. 37-2 Employees requiring accommodation shall be eligible for placement through the accommodation process. Included within this group are employees who: a) are on sick leave with or without pay; or b) are receiving disability benefits; or c) are receiving Workers’ Compensation benefits; or d) have formally requested and qualify for accommodation under the Manitoba Human Rights Code. 37-3 Employees who are accommodated will comply with all relevant federal and state lawsbe paid at the rate of pay for the classification in which they have been placed as provided for in the Collective Agreement, and regulations providing subject to Article 23 and the Winnipeg Civic Employee’s Long Term Disability Plan. 37-4 To facilitate the placement of eligible employees, departments will maintain a list of eligible employees in order of date eligible for accommodation. Departments will endeavour to accommodate eligible employees within the department in accordance with the principles of reasonable accommodations accommodation, including modification of current position, placement into a suitable vacant position, modification of a vacant position or re-bundling of tasks between positions. 37-5 The Internal Services Department Staffing Branch will maintain a list of all eligible employees for whom placement assistance has been requested, in order of date eligible to qualified individuals with disabilitiesbe accommodated. The Employer Internal Services Department Staffing Branch will maintain written procedures for endeavour to accommodate eligible employees throughout the City in accordance with the principles of reasonable accommodation for qualified individuals as noted in Article 37-4. The Internal Services Department Staffing Branch may take into consideration performance ratings and appraisals as well as attendance records of the employee from other positions. The Internal Services Department Staffing Branch will advise the Union of accommodations required and work jointly with disabilities. Upon requestthe Union to facilitate the required accommodation. 37-6 In the event of a dispute among the Union, the Human Resources Office employee and the City regarding the suitability of an accommodation on the basis of medically verified capabilities, the matter will make the reasonable accommodation written procedures available be referred to an employeeindependent physician agreed to between the City and the Union for determination. The independent physician will determine whether the candidate is capable of performing the duties and responsibilities identified and this determination will be final and binding on all parties. 31.2 37-7 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 is accommodated in accordance with Article 37-4 or Article 37-5 above, shall be afforded seniority in accordance with the Employer in discussing the need for and possible form provisions of any accommodationArticle 20-6. The Employer may require supporting medical documentation and may require Department may, in accordance with Article 20-1(c) extend the probationary period of 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 period of up to be provided.63 days. 37-8 Once accommodated employees have established seniority as noted in Article 37-7 above, they shall continue to maintain their seniority within their previous classification/department until such time as: 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 a) 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 are found fit to return to employment prior to their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2previous classification/department; or b) years. If reemployedthey are promoted into, upon successful completion of and establish seniority in a regular position where the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break salary provided is no less than that paid in servicetheir previous classification. 31.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 28.

Reasonable Accommodation. ‌ 31.1 The Employer City and the Union jointly affirm that reasonable accommodation is the mutual responsibility of not only the employer and employee but of Management and Union as well. To achieve optimum placement of employees requiring accommodation, all components of an accommodation process must work in a cooperative and complementary manner. 1. Employees requiring accommodation shall be eligible for placement through the accommodation process. Included within this group are employees who: a) are on sick leave; or b) are receiving disability benefits; or c) are receiving Workers’ Compensation benefits; or d) are receiving Manitoba Public Insurance Benefits; or e) have formally requested and qualify for accommodation under the Manitoba Human Rights Code. 2. Employees who are accommodated will comply with all relevant federal and state lawsbe paid at the rate of pay for the classification in which they have been placed as provided for in the Collective Agreement, and subject to Section 1 - Article 6-6(b), Section 1 - Article 24, M.P.I.C. regulations providing and the Winnipeg Civic Employees’ Long Term Disability Plan. 3. To facilitate the placement of eligible employees, Transit will maintain a list of eligible employees in order of date eligible for accommodation. Transit will endeavour to accommodate eligible employees within the Department in accordance with the principles of reasonable accommodations to qualified individuals with disabilitiesaccommodation, including modification of current position, placement into a suitable vacant position, modification of a vacant position or re-bundling of tasks between positions. The Employer Department will advise the Union of accommodations required and work jointly with the Union to facilitate the required accommodation. The Department may take into consideration performance ratings and appraisals relevant to the potential accommodation as well as attendance records of the employee from other positions. If an accommodation cannot be made within Transit, a request for assistance will be sent to the Corporate Support Services Department Staffing Branch. After such request is made Transit will continue to search for a placement within the Department. 4. The Corporate Support Services Department Staffing Branch will maintain written procedures a list of all eligible employees for whom placement assistance has been requested, in order of date eligible to be accommodated. The Corporate Support Services Staffing Branch will endeavour to accommodate eligible employees throughout the City in accordance with the principles of reasonable accommodation for qualified individuals as noted in Article 6-6(c)(3). The Corporate Support Services Department Staffing Branch may take into consideration performance ratings and appraisals as well as attendance records of the employee from other positions. The Corporate Support Services Department Staffing Branch will advise the Union of accommodations required and work jointly with disabilitiesthe Union to facilitate the required accommodation. 5. Upon requestIn the event of a dispute regarding the suitability of an accommodation on the basis of medically verified capabilities, the Human Resources Office matter will make the reasonable accommodation written procedures available be referred to an employeeindependent physician agreed to by the parties for determination. The party disputing the suitability of the accommodation and requesting the independent assessment will bear the associated costs. The independent physician will determine whether the employee is capable of performing the duties and responsibilities identified and this determination will be final and binding on all parties. 31.2 6. An employee who believes that they suffer from a disability and requires a reasonable accommodation to perform is accommodated in accordance with Article 6-6(c)(3) above shall be afforded seniority in accordance with the essential functions provisions of their position may request such an accommodation by submitting a request to the EmployerArticle 10-1. 31.3 Employees requesting accommodation must cooperate with 7. If Management, during 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 probation period determines that the employee is unable to perform who has been accommodated in accordance with Article 6-6(c)(4) above does not meet the essential functions requirements of the employee’s position due to a mentalposition, 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 must provide assistance to individuals seeking reemployment under this Article for two (2) yearsweeks’ notice to the Corporate Support Services Department Staffing Branch of their findings, outlining reasons and steps taken to alleviate their concerns. If reemployed, upon successful completion of during the employee’s probationary initial probation period, the time between separation employee accommodated in accordance with Article 6-6(c)(4) above finds the position unsuitable, they must provide two (2) weeks’ written notice to the Corporate Support Services Department Staffing Branch and reemployment will be treated as leave without pay and will not be considered a break in serviceDepartment Management, outlining their concerns. 31.8 8. A disability separation is not a disciplinary action. Disability separation at Department may, before expiry of the probation period, and after discussion with the Union and the employee’s request , extend the probation of an employee who is not subject accommodated in accordance with Articles 6-6(c)(3) or 6- 6(c)(4) above for an additional six (6) months. 9. Accommodated employees shall continue to maintain their seniority within their previous classification and Department until such time as: a) the grievance procedure employee is found fit to return to their previous classification and Department; or b) the employee establishes seniority in Article 28a regular position.