Requests for Reasonable Accommodation. 1. In some instances, an employee may request an alternate work location as a reasonable accommodation due to a qualifying medical condition.
Requests for Reasonable Accommodation. All requests for an accommodation by the Landlord, as required by the Federal and State Fair Housing Acts, must be made in writing to the Landlord, specifying the nature of the requested accommodation. If Resident is unable to complete a written request, Landlord will provide auxiliary aids or assistance with completion of a written request. The resident may, at any time during the tenancy, request reasonable accommodation for a disabled household member, including reasonable accommodation so that the resident can meet lease requirements or other requirements of tenancy.
Requests for Reasonable Accommodation. Individuals who believe that they are in need of a reasonable accommodation to be able to perform the essential functions of their position due to a physical or mental disability within the meaning of the Americans with Disabilities Act (ADA), as amended, may request an accommodation through the human resources personnel for their department, the Labor and Employee Relations section of Staff Human Resources, or the University’s Office of Diversity, Equity and Access. After receiving a reasonable accommodation request, the University will work with the employee and, if necessary, his or her medical provider to determine what reasonable accommodation, if any, will be effective in allowing the employee to be able to perform the essential functions of his or her position. The University will notify the Union before implementing any accommodation that would impinge on rights guaranteed to other bargaining unit employees under this Agreement or which otherwise would require a modification or exception to this Agreement.
Requests for Reasonable Accommodation. Individuals who believe that they are in need of a reasonable accommodation to be able to perform the essential functions of their position due to a physical or mental disability within the meaning of the Americans with Disabilities Act (ADA), as amended, may request an accommodation through the human resources personnel for their department, the Labor and Employee Relations section of Illinois Human Resources, or the University’s Office for Access and Equity. Requests for an accommodation shall be referred to the Office for Access and Equity. Requests for an accommodation for System-level employees shall be referred to System Human Resources. After receiving a reasonable accommodation request, the University will work with the employee and, if necessary, the employee’s medical provider to determine what reasonable accommodation, if any, will be effective in allowing the employee to be able to perform the essential functions of the position. The Illinois Human Resources’ Office of Labor and Employee Relations will notify the Union before implementing any accommodation that would impinge on rights guaranteed to other bargaining unit employees under this Agreement or which otherwise would require a modification or exception to this Agreement.
Requests for Reasonable Accommodation. Individuals with a disability may request a reasonable accommodation at any time for any reason, if there is a connection between the individual’s disability and the requested accommodation. If a Property Management Company denies housing to an applicant, the company must promptly notify the applicant in writing of the reason for denial and the applicant’s right to request a reasonable accommodation in accordance with federal and state Fair Housing law and simultaneously notify DHHS of the denial and reason thereof using the V&R System. The Property Owner and Property Management Company must allow a minimum period of 8 business days for the applicant to prepare and submit a request for reasonable accommodation. The Property Owner and Property Management Company must expeditiously review requests for reasonable accommodation and render decisions as quickly as possible. The Property Owner or Property Management Company must promptly notify the applicant in writing of the outcome of the reasonable accommodation request and the Property Management Company must promptly notify DHHS of the same through the V&R System. DHHS will either release the unit for re-rental or notify the Property Management Company that the applicant is asking for reconsideration. The Property Owner and Property Management Company must hold the unit for the applicant until the request is resolved.
Requests for Reasonable Accommodation. Individuals who are in need of a reasonable accommodation to be able to perform the essential functions of their position due to a physical or mental disability within the meaning of the Americans with Disabilities Act, as amended, should request an accommodation through the human resources personnel for their department, the labor and employee relations section of Staff Human Resources, or the University’s Office of Diversity, Equity and Access. Once a request for reasonable accommodation is requested, the University will engage in an interactive process with that employee and his or her medical provider to determine what reasonable accommodation, if any, will be effective in allowing the employee to be able to perform the essential functions of his or her position.
Requests for Reasonable Accommodation. A reasonable accommodation can be requested at any time for any reason. In the event an applicant is denied housing, the Property Management Company must promptly notify the applicant in writing of the reason for denial and the applicant’s right to request a reasonable accommodation in accordance with federal and state Fair Housing law and simultaneously notify DHHS of the denial and reason thereof using the V&R system. The Property Owner and Management Agent must allow a minimum period of 8 business days for the Targeting Unit applicant to prepare and submit a request for reasonable accommodation. The Property Management Company must expeditiously review requests for reasonable accommodation and render decisions as quickly as possible. The applicant must be promptly notified in writing of the outcome of the reasonable accommodation request. DHHS must be promptly notified of the same through the V&R system. DHHS will either release the unit for re- rental or notify the Property Management Company that the applicant is asking for re- consideration. The unit must be held for the applicant until the request is resolved.
Requests for Reasonable Accommodation. A unit member may request a reasonable accommodation for pregnancy, childbirth, or related medical conditions if she provides the District with medical certification from her health care provider. In addition to other possible forms of reasonable accommodation, a pregnant unit member may transfer temporarily to a less strenuous or hazardous position or to less hazardous or strenuous duties if she so requests, and the transfer request is supported by proper medical certification, and the transfer can be reasonably accommodated. Such reasonable accommodation will not involve the District creating additional employment that would otherwise not be created, discharging other unit members, transferring another unit member with more seniority, violating a collective bargaining agreement, or promoting any unit member (including the pregnant unit member) to a position for which the unit member is not qualified.
Requests for Reasonable Accommodation. Lessee and Household Members who require a service animal as a reasonable accommodation must request the accommodation in accordance with the Authority’s reasonable accommodation policy. Lessees who are approved to have a service animal as a reasonable accommodation may keep the animal provided they comply with the Authority’s rules and regulations, as posted from time to time in the Property Management office
