Common use of THE INTERACTIVE PROCESS Clause in Contracts

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and the University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. During the interactive process, the University considers information related to: the essential functions of the job, the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented. The University will not implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their request, they may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their current positon, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee Academic Student Employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee Academic Student Employee and the appropriate University representatives (e.g., supervisor, departmental administrator, department or unit head, and/or disability management representative ) about possible options for reasonably accommodating the employeeAcademic Student Employee’s disability. This process shall occur as soon as practicable. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-non- essential job functions; and leaves of absence. Both the University and the Academic Student Employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. 2. During the interactive process, the University considers information related to: the essential functions of the job, the employeeAcademic Student Employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While If able to, the University will consider present multiple options for the employee’s suggestions regarding which accommodation(s) ASE to implementconsider, however the University will determine which accommodation(s) will be implemented. . a. The University will consider reasonable accommodations that would enable the Academic Student Employee to continue (or resume) performing the essential functions of their assigned position for the duration of the appointment, which may include a temporary alternate position. b. ASE’s may bring a support person to the interactive process meeting which could include a union representative. c. The University is not obligated to implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their request, they may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their current positon, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee (and, if requested by the employee, their Union representative) and the appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; , modification of existing facilities; , restructuring the job to eliminate non-essential job functions; , telecommuting, and leaves of absence. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. During the interactive process, the University considers information related to: the essential functions of the job, the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented, so long as the accommodation implemented is reasonable. The University will not implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their his/her request, they he/she may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their his or her current positonposition, a search for an alternative active and vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of that the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and the appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and leaves of absence. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. The employee may have his or her representative in the interactive process meetings to facilitate the process, provided that applicable local requirements are met. During the interactive process, process the University considers information related to: the essential functions of the job, ; the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented. The University will not implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their his/her request, they he/she may contact the assigned assigned-University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their his or her current positonposition, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of that the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee (and, if requested by the employee, their Union representative) and the appropriate University representatives about possible options for reasonably accommodating the employee’s 's disability. Options for reasonable accommodation may include, but include.but are not limited to: assistive devices; modification devices.modification of existing facilities; restructuring the job to eliminate non-essential job functions; telecommuting, and leaves of absence. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. During the interactive process, the University considers information related to: the essential functions of the job, the employee’s 's functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employee’s 's suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(saccommodation{s) will be implemented, so long as the accommodation implemented is reasonable. The University will not implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably reasonable possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their her/his request, they s/he may contact the assigned University representative. The University representative will respond to the employee’s 's request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their her or his current positonposition, a search for an alternative active and vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of that the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and the appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and leaves of absence. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. During the interactive process, the University considers information related to: the essential functions of the job, the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented. The University will not implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their his/her request, they he/she may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their his or her current positonposition, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of that the position to be publicized.

THE INTERACTIVE PROCESS. 1. When an employee a Postdoctoral Scholar requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee Postdoctoral Scholar and the appropriate University representatives (e.g., supervisor, departmental administrator, Principal Investigator, department or unit head, or vocational rehabilitation counselor) about possible options for reasonably accommodating the employeePostdoctoral Scholar’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and leaves of absence. Both the University and the Postdoctoral Scholar are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. The Postdoctoral Scholar may elect to have the Union represent them in this process. 2. During the interactive process, the University considers information related to: the essential functions of the job, the employeePostdoctoral Scholar’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employeePostdoctoral Scholar’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented. a. The University will consider reasonable accommodations that would enable the Postdoctoral Scholar to continue (or resume) performing the essential functions of their assigned position for the duration of the appointment, which may include a temporary alternate assignment. b. If the Postdoctoral Scholar cannot be reasonably accommodated in accordance with 2.a. above, the Postdoctoral Scholar will be provided with a leave of absence as a reasonable accommodation as defined in paragraphs c, d and e below. c. In addition to any leave to which the employee may be entitled as Family and Medical Leave and/or Pregnancy Disability Leave, the Postdoctoral Scholar will be provided with unpaid leave time of no more than ninety (90) days as a reasonable accommodation, unless otherwise required by law. d. The Postdoctoral Scholar may use any accrued sick days or paid time off to be compensated during this period of otherwise unpaid leave. e. In no circumstances shall leave be granted beyond the expiration of the Postdoctoral Scholar’s current appointment. 3. The University will is not obligated to implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their request, they may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their current positon, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of the position to be publicized.A. ELIGIBILITY‌

THE INTERACTIVE PROCESS. 1. When an employee a Postdoctoral Scholar requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee Postdoctoral Scholar and the appropriate University representatives (e.g., supervisor, departmental administrator, Principal Investigator, department or unit head, or vocational rehabilitation counselor) about possible options for reasonably accommodating the employeePostdoctoral Scholar’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and leaves of absence. Both the University and the Postdoctoral Scholar are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. The Postdoctoral Scholar may elect to have the Union represent them in this process. 2. During the interactive process, the University considers information related to: the essential functions of the job, the employeePostdoctoral Scholar’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what what, if any, reasonable accommodation will be made. While the University will consider the employeePostdoctoral Scholar’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented. a. The University will consider reasonable accommodations that would enable the Postdoctoral Scholar to continue (or resume) performing the essential functions of their assigned position for the duration of the appointment, which may include a temporary alternate assignment. b. If the Postdoctoral Scholar cannot be reasonably accommodated in accordance with 2.a. above, the Postdoctoral Scholar will be provided with a leave of absence as a reasonable accommodation as defined in paragraphs c, d and e below. c. In addition to any leave to which the employee may be entitled as Family and Medical Leave and/or Pregnancy Disability Leave, the Postdoctoral Scholar will be provided with unpaid leave time of no more than ninety (90) days as a reasonable accommodation, unless otherwise required by law. d. The Postdoctoral Scholar may use any accrued sick days or paid time off to be compensated during this period of otherwise unpaid leave. e. In no circumstances shall leave be granted beyond the expiration of the Postdoctoral Scholar’s current appointment. 3. The University will is not obligated to implement an accommodation that would present an undue hardship. 2. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether the employee has provided sufficient supporting information. 3. Should an employee wish to receive an update as to the status of their request, they may contact the assigned University representative. The University representative will respond to the employee’s request for updated information in a timely manner. 4. If the University determines that the employee cannot be reasonably accommodated in their current positon, a search for an alternative vacant position for which the employee is qualified with or without reasonable accommodation will be conducted without the requirement of the position to be publicized.